$30M+ recovered for workers.

Smart v. USA Labor for Hire, Inc., et al.

Case No. 1:20-cv-5594 (E.D.N.Y.)

Federal jury verdict for a client subjected to a hostile work environment, retaliation, and defamation on the basis of sex and race, and terminated for objecting to harassment. With statutory attorneys' fees and accrued post-judgment interest, the judgment now exceeds $500,000. Steven defeated the defendants' motions for remittitur and a new trial and obtained a full attorneys'-fee award.

Race & Sex Discrimination · Retaliation · Defamation

Smart v. USA Labor for Hire, Inc., et al.

Case No. 24-1791 (2d Cir.)

On appeal from the federal verdict above, Steven prevailed on each of the six grounds the defendants asserted, securing an affirmed judgment from the United States Court of Appeals for the Second Circuit.

Second Circuit · Appellate

Grant v. Pexie Enterprises, Inc.

Index No. 704041/2015 (Queens County Supreme Court)

Unanimous state jury verdict — under COVID-19 mask mandates throughout the proceedings — for a young woman of color sexually harassed, assaulted, and battered by her supervisor at a Subway franchise, and constructively discharged after fewer than two weeks of employment. The jury rejected the defendants' two counterclaims (abuse of process and fraud) on a 31-page verdict sheet.

Sexual Harassment · Assault & Battery · Constructive Discharge

Weng v. Fancy Lee Sushi Bar and Grill, Inc., et al.

Case No. 15-cv-5737 (ADS) (E.D.N.Y.)

Federal pregnancy discrimination verdict before the Honorable Arthur D. Spatt. A long-time waitress was pulled off the schedule and fired within days of telling her manager she was pregnant. The defense argued the termination was for her own benefit. The jury rejected that defense unanimously and imposed individual liability on the supervisor who fired her. The trial team obtained a prevailing-party attorneys'-fee award.

Pregnancy Discrimination · Title VII · NYSHRL

In Regard to Stacey E. Johnson

PFL Case No. 000009

One of New York State's earliest Paid Family Leave matters. Monetary compensation secured for a client wrongfully terminated from Vassar Brothers Medical Center while on approved leave caring for her infant son, who was undergoing emergency surgery. A separate race-retaliation claim resolved by settlement following the PFL ruling.

Paid Family Leave · Race Retaliation

Ruiz v. AF Trucking USA Inc., et al.

(S.D.N.Y.) — Hon. Cathy Seibel

Defense counsel did not respond when asked whether he would accept service of the complaint. After Steven paid for personal service and entered the defendants' defaults, counsel finally appeared and represented to the court that he had never heard from plaintiff's counsel before — a representation the record contradicted. At a show-cause hearing, the court vacated the defaults only on the condition that defense counsel personally pay the fees and costs the plaintiff had incurred in pursuing default judgment.

Default Judgment · Fee-Shifting

Roudabush v. Albert Einstein College of Medicine of Yeshiva University

Index No. 807857/2023E (Bronx County Supreme Court)

Closely contested application of New York's Adult Survivor Act (CPLR 214-j). The court held the alleged conduct could plausibly constitute 'forcible touching' of intimate parts under Penal Law § 130.52 and revived NYCHRL gender discrimination, hostile work environment, retaliation, and vicarious liability claims.

Adult Survivor Act · NYCHRL

Kamal v. G E R Industries, Inc., et al.

Case No. 7:20-cv-05671-VB-VR (S.D.N.Y.)

Age discrimination case for an older worker pushed out of his job, against both the corporate employer and the individually named owner. ADEA cases require but-for causation and are routinely dismissed at summary judgment — this one survived in full, clearing the way for trial against both defendants.

Age Discrimination · ADEA

Ferrando-Dehtiar v. Anesthesia Group of Albany, P.C., et al.

Case No. 1:20-cv-01373 (AMN/CFH) (N.D.N.Y.)

Title VII and NYSHRL action against an anesthesiology practice and three physician-partners. After the client submitted a written resignation and the employer refused to allow her to rescind it, Steven persuaded the court that the refusal of rescission was itself the adverse action — sustaining retaliation, failure-to-promote, aiding-and-abetting, and assault & battery claims against the corporate and individual defendants.

Retaliation · Failure to Promote · Assault & Battery

Crowley v. Vintage Home Entertainment, Inc., et al.

Index No. 526211/2019 (Kings County Supreme Court)

Pregnancy discrimination matter where the employer told the state insurance carrier — falsely — that a sales director on approved Paid Family Leave had resigned, then pressured her to backdate a resignation letter. The court rejected the defense's 'innocent misunderstanding / cured by reinstatement offer' framing and found triable issues of fact. Case resolved by settlement.

Pregnancy Discrimination · PFL · NYSHRL

Pradhan v. Maleen Banquet Hall and Mani Singh, Individually

Case No. 22-CV-3533 (AMD)(JMW) (E.D.N.Y.)

National-origin discrimination, hostile work environment, and assault action. A carefully-pled FLSA wage theory — built around the last two weeks of unpaid work that defeated the managerial exemption — preserved federal jurisdiction over the NYCHRL claims under supplemental jurisdiction. Judge Donnelly denied dismissal in full and kept the full claim structure in the Eastern District of New York.

National Origin · Hostile Work Environment · FLSA