As a result of non-eviction co-op conversion plans, many rent-stabilized tenants live in co-operative apartment units. Suppose the apartment's owner overcharges the tenant. May the tenant recover the overcharge from a successor owner who purchased the co-operative unit at a UCC foreclosure sale? That issue, faced by a New York court in Muscat v. Gray (infra page 3 ), raises questions both of statutory construction and public policy.
A woman who was charged with second-degree aggravated harassment and second-degree harassment, violations of Penal Law '' 240.30(1) and 240.26(3) respectively, for allegedly posting handwritten fliers denigrating her former boyfriend and accusing him of failing to live up to his child-support obligations was exonerated by the court in February.
The latest on what was happening at press-time.
Recent rulings of importance to you and your practice.
If you represent globetrotting clients, be careful! Your married "international" clients who may one day be divorced may face great financial dangers ' or alternatively enjoy significant financial opportunities ' as they travel to and live in different countries.
The courts generally favor keeping children who are American citizens in the United States when deciding custody issues. But, this hurdle is not insurmountable for the foreign-national parent.
By a 6-3 majority, the United States Supreme Court rejected a claim of reverse discrimination under the Age Discrimination in Employment Act, finding that Congress in enacting the ADEA concluded that the "enemy of 40 is 30, not 50." General Dynamics v. Cline, 2004 WL 329956 (U.S. 2/24/04).
Recent rulings of importance to you and your practice.
A recent Second Circuit decision clarifies the application of the Foreign Sovereign Immunities Act (FSIA), 28 U.S.C. 1602 et seq., in a discrimination case filed against foreign governments and their agencies and instrumentalities.
Many major employers have adopted internal dispute resolution programs designed to resolve internally employment disputes, and the numbers of such programs are only increasing. In prior years, these programs typically included a mediation step and ended in a final step of binding arbitration. Under such programs, employees were barred from opting out of the program to bring their claims in court. This is still the case with many employer dispute resolution programs. A growing number of employers, however, have moved away from this binding arbitration model and instead have provided employees with the option of opting out of the program after the mediation stage and permitting the employee to take his or her claim to court.
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