Updates from Coane and Associates,PLLC Toggle Comment Threads | Keyboard Shortcuts

  • Coane and Associates,PLLC 4:59 pm on February 16, 2018 Permalink | Reply  

    Judge Releases Orders in Sex Discrimination Lawsuit against Dignity Health 

    Our law firm has been representing a former employee of Dignity Health in a sex discrimination case in U.S.District Court in Phoenix, Arizona.

    The case has been going on for quite some time with a likely trial date for this year. In this case, our client is a male who worked in a 5-person lab at Dignity Health in Phoenix. Our client alleges, and the evidence has shown, that his boss was sleeping with a female co-worker, and then keeping her as a lab employee as he fabricated reasons for letting other male lab employees go. Our client was terminated, in favor of the hospital keeping our client’s boss’s girlfriend, even though our client alleges that he and the other men in the lab were significantly more qualified than their boss’s girlfriend.

    Eventually, the entire lab disbanded, apparently due to lack of funding, with our client’s ex-boss and his girlfriend as the last employees.

    The action that the judge took this week was to warn former OBGYN Department chair at Dignity, Dr. James Balducci, that he must contact our law firm because he ignored a subpoena to appear for a deposition. The judge’s Order states that he’d consider holding the doctor  in contempt of court if he fails to promptly contact us to reschedule his deposition.

    In addition to Balducci being a no-show for his deposition, Dignity Health was refusing to produce documents relating to the termination of the other lab workers. This week, the judge ORDERED Dignity to provide those records.

    Finally, in a common tactic used by company lawyers, Dignity was threatening to send a subpoena to our client’s current employer in Texas, under the guise of needing independent verification of salary, benefits, etc., because somehow the documents we provided and offered to provide just were not sufficient enough. The judge said that Dignity’s lawyer can issue the subpoena, but only if they significantly narrow their request. Either way, it’s certainly the belief of this Houston Employment Lawyer and Miami Employment Lawyer  that this is an intimidation move to scare workers from filing lawsuits, lest their new employer discover that they sued their prior employer.

    For further information, I can be reached at 713.850.0066 or 305.538.6800, or by email at bruce.coane@gmail.com

    Advertisements
     
  • Coane and Associates,PLLC 3:39 pm on February 14, 2018 Permalink | Reply
    Tags: i9, ICE, w4, Work authorization, work permit   

    Employers will be seeing stepped-up Immigration Inspections 

    In a recent article in the Houston Chronicle, it was noted that ICE will engage in stepped-up enforcement at work-sites, looking for undocumented workers or other violations of immigration law.

    cronice

    http://www.houstonchronicle.com/business/columnists/tomlinson/article/Employers-should-prepare-for-immigration-12486366.php

    It is unlawful for an employer to hire or employ a person who is not a citizen or otherwise authorized to work in the United States.

    There are severe penalties for employers that fail to get a properly completed I-9 form from every worker. These forms are just as important as the W-4 or background check done for every new worker.

    If the I-9 form is not properly signed or dated, or missing information, there can be huge paperwork penalties that amount to tens of thousands of dollars. This Houston immigration lawyer and Miami immigration lawyer has defended businesses on such cases in the past, helping clients to avoid huge penalties.

    The other issue is that if ICE wants to, they can criminally charge the employer and arrest the owners of the business if they find any undocumented workers. It is very important for employers to make sure that their workers are all properly documented, or the employer should consider terminating the worker or helping them to apply for a work permit. Even for undocumented workers, there are often ways to get work permits.

    For further information, I may be reached at bruce.coane@gmail.com or at 713.850.0066 or 305.538.6800.

     

     
  • Coane and Associates,PLLC 3:52 pm on February 13, 2018 Permalink | Reply  

    Colapso Inmigratorio… ¿TPS? Soñadores? ¿Migración de cadena? 

    A medida que nuestro sistema de inmigración continúa siendo noticia de primera plana, he observado como todo el sistema se derrite literalmente. Como Abogado de Inmigración Certificado por la Junta directiva, mi trabajo consiste en encontrar soluciones como una barricada tras la barricada puesta ante mis clientes individuales y comerciales. En este reciente artículo en la revista Playboy, fui citado en relación con la revocación de TPS y permisos de trabajo para más de 200,000 personas de El Salvador en los Estados Unidos.

    El-salvador_main

    http://www.playboy.com/articles/what-could-happen-if-the-president-actually-tries-to-deport-200-000

    No, estas 200,000 personas no son miembros de la pandilla MS-13, más bien han sido completamente investigados y pasaron todos los controles de seguridad. A medida que el presidente y sus designados revocan programa tras programa y cierran caminos para la inmigración, los ciudadanos regulares se defienden. Como mencioné en el artículo anterior, hay soluciones disponibles para los salvadoreños, pero ninguna será tan fácil como simplemente renovar su estatus TPS y permisos de trabajo como lo han hecho durante más de una década.

    Con respecto a los Dreamers, el problema ha estado causando la amenaza de cierres del gobierno. Por supuesto, todo el asunto fue creado cuando nuestro Presidente revocó el estado Dreamer (DACA) para los cientos de miles de jóvenes que salieron de las sombras para solicitar este beneficio del gobierno, con la promesa de permisos de trabajo al registrarse. A diferencia de TPS, su servidor, abogado de inmigración de Houston y abogado de inmigración en Miami les informa que no hubo nada “temporal” sobre el programa DACA. Fue establecido por una orden ejecutiva del Presidente Obama, que el actual Presidente ha revocado, creando así el problema DACA.

    No es mi trabajo criticar al presidente, así que permítanme señalar que estoy de acuerdo con él en que debería haber una solución permanente para DACA, pero revocar y cancelar el programa puede no haber sido la mejor manera de llegar a esa solución. Por otro lado, tal vez el Presidente lo vio como una forma de presionar al Congreso para tratar el tema, aunque a expensas de los cientos de miles de jóvenes que tienen que preocuparse diariamente por su estatus migratorio.

    Finalmente, está la noción de inmigración en cadena, una frase que jamás escuché en mis décadas de experiencia como abogado de inmigración en Houston. Quizás debería comenzar por decir que me especializo en la migración en cadena, junto con mis otras especialidades de inmigración, pero a decir verdad, esa frase no existe en ninguna parte de la ley. Como Abogado de Inmigración Certificado por la Junta Directiva, no tengo idea de qué es la migración en cadena.

    Según algunos de los discursos del Presidente, al parecer se refiere a nuestro sistema de inmigración basada en la familia. Según nuestras leyes, hay dos formas principales de inmigrar a los Estados Unidos, De acuerdo a nuestras leyes, la inmigración basada en negocios y la inmigración basada en la familia. También hay otras formas, como los refugiados, etc., pero estas son las dos formas principales de inmigrar.

    La inmigración basada en la familia es nuestro sistema legal donde los ciudadanos estadounidenses pueden traer a su cónyuge, padres y / o hijos. Un ciudadano de EE. UU. También puede patrocinar a un hermano o hermana, pero esa categoría de inmigración generalmente toma de 15 a 25 años, dependiendo del país de origen. Por lo tanto, mediante la migración en cadena, ¿el régimen actual trata de evitar que un ciudadano estadounidense patrocine a su esposo o esposa nacido en el extranjero para que viva con el en los EE. UU? ¿Pretenden evitar que los hijastros nacidos en el extranjero o los abuelos que a menudo cuidan a los niños, vengan a los Estados Unidos? Esta es una cuestión aun sin responder.

    Como la frase “migración en cadena” no existe en la ley, tal vez signifique revocar toda inmigración basada en la familia, o tal vez sea un concepto en desarrollo revocar la mayor cantidad de leyes posible que permitan la inmigración basada en la familia. Cabe recalcar que las mismas leyes basadas en la familia que permiten a mis clientes de Noruega patrocinar a sus padres o hijos para venir a Estados Unidos son las mismas leyes que permiten a mis clientes haitianos y filipinos patrocinar a su cónyuge e hijos y padres para que vengan a los Estados Unidos

    Espero que este artículo les ayude a entender el debate actual sobre inmigración. Es importante saber exactamente qué dicen realmente la ley y las regulaciones federales, en lugar de generalizar y afirmar que todos los que cruzan la frontera ilegalmente son traficantes de drogas y pandilleros MS-13 (¡no podría estar más lejos de la verdad!), O que todos los inmigrantes (o un gran porcentaje) son criminales. Estoy seguro de que el mismo pequeño porcentaje de la población inmigrante que es criminal, coincide (o es incluso menor) con el porcentaje de estadounidenses nativos que son criminales. Notarás que aquellos que buscan detener la inmigración legal a este país no citan ningún estudio o estadística válida, sino que citan un accidente automovilístico o un asesinato cometido por un inmigrante, mientras que miles de incidentes similares, tristemente, son cometidos por estadounidenses nacidos aquí todos los días.

    Finalmente, prometí mencionar el “colapso”. A medida que el régimen actual cancela los programas de inmigración y busca nuevas leyes para deportar a tantas personas como sea posible, también se están desacelerando y luchando contra la aprobación de casos legales de inmigración en todo el país. Para las empresas con trabajadores extranjeros aprobados, el gobierno ha anunciado que volverán a visitar esas aprobaciones y, en muchos casos, están reclamando errores en las aprobaciones y cancelando permisos de trabajo o revocándolos. Esto se ve en todo el país con los permisos de trabajo válidos H-1B y L-1. En nuestro bufete de abogados, afortunadamente, hemos tenido éxito en la lucha y en mantener a nuestros trabajadores extranjeros de nuestros clientes legítimamente empleados, pero no es fácil y es costoso. En otros casos, se acumularon grandes retrasos en la inmigración legal, mientras que al mismo tiempo, el gobierno ha insistido en acelerar los casos de deportación.

    Para obtener más información, su servidor,  abogado de inmigración de Houston y abogado de inmigración de Miami puede ser contactado en bruce.coane@gmail.com, o al 713.850.0066 o 305.538.6800.

     
  • Coane and Associates,PLLC 3:11 pm on February 9, 2018 Permalink | Reply
    Tags: , DACA, GreenCard, H1B, L1, , VISA   

    Immigration Meltdown…..TPS? Dreamers? Chain Migration? 

    As our immigration system continues to be front-page news, I’ve been watching the entire system literally melt down. As a Board Certified Immigration Lawyer, it is my job to come up with solutions as roadblock after roadblock is placed before my individual and business clients. In this recent article in Playboy magazine, I was quoted in connection with the revocation of TPS and work permits for over 200,000 people from El Salvador in the U.S.

    El-salvador_main

    http://www.playboy.com/articles/what-could-happen-if-the-president-actually-tries-to-deport-200-000

    No, these 200,000 people are not MS-13 gang members, rather they have been fully vetted and passed all security checks. As the president and his appointees revoke program after program and shut down paths to immigration, regular citizens are fighting back. As I mention in the article above, there are solutions available for Salvadorans, but none will be as easy as simply renewing their TPS status and work permits as they have done for over a decade.

    With regard to Dreamers, this issue has been causing the threat of government shutdowns. Of course, the whole issue was created when our president revoked Dreamer status (DACA) for the hundreds of thousands of young people who came out of the shadows to apply for this government benefit, with the promise of work permits for registering themselves. Unlike TPS, this Houston immigration lawyer and Miami immigration lawyer reports that there was nothing “temporary” about the DACA program. It was established by an executive order of President Obama, which the current president has revoked, thus creating a DACA problem.

    It is not my job to criticize the president, so let me point out that I do agree with him that there should be a permanent solution to DACA, but revoking and canceling the program may have not been the best way to reach that permanent solution. On the other hand, perhaps the president viewed it as a way to put pressure on Congress to deal with the issue, albeit at the expense of the hundreds of thousands of people who have to worry daily about their immigration status.

    Finally, there is the notion of chain migration, a phrase that I never heard before in my decades of experience as a Houston immigration lawyer. Perhaps I should start saying that I specialize in chain migration, together with my other immigration specialties, but truth be told, that phrase exists nowhere in the law. As a Board Certified Immigration Lawyer, I have no idea what chain migration is.

    According to some of the president’s speeches, it apparently refers to our system of family-based immigration. Under our laws, there are two main ways to immigrate to America, namely business-based immigration and family-based immigration. There are other ways too, such as refugees, etc, but these are the two main ways to come here.

    Family-based immigration is our legal system where U.S. citizens can bring over their spouse, parents and/or children. A U.S. citizen can also sponsor a brother or sister, but that category of immigration typically takes 15 to 25 years, depending on country of origin. So, by chain migration, does the current regime seek to stop a U.S. citizen from sponsoring their foreign-born husband or wife from living with them in the U.S.? Do they seek to stop foreign-born step-children or the grandparents who often babysit, from coming to the U.S.? This is an open question left up to anyone’s guess.

    Since the “chain migration” phrase does not exist in the law, maybe it means to revoke all family-based immigration, or maybe it is a developing concept to revoke as many laws as possible that allow family-based immigration. I will note that the same family-based laws that allow my clients from Norway to sponsor their parents or children to come to America, are the same exact laws that allow my Haitian and Filipino clients to sponsor their spouse and children and parents to come to the U.S.

    I hope this article helps in understanding the current immigration debate. It is important to know exactly what the law and federal regulations actually say, rather than to generalize and claim that all illegal border crossers are drug dealers and MS-13 gang members (couldn’t be further from the truth!), or that all immigrants (or a large percentage) are criminals. I’m sure that the same small percentage of the immigration population that is criminal, matches (or is even less than) the percentage of native born Americans who are criminals. You will notice that those who seek to stop legal immigration to this country do not cite to any valid studies or statistics, rather they cite to a car accident here or a murder there that was committed by an immigrant, while thousands of similar incidents, sadly, are committed by local born Americans every day.

    Finally, I promised to mention the “meltdown.” As the current regime cancels immigration programs and seeks new laws to deport as many people as possible, they are also slowing down and fighting the approval of legal immigration cases across the country. For businesses with approved foreign workers, the government has announced they will re-visit those approvals and in many cases, they are claiming errors in approvals and canceling work permits or revoking them. This is seen across the country with those on valid H-1B and L-1 work permits. At our law firm, thankfully, we have generally been successful in fighting back and keeping our foreign worker clients legitimately employed, but it is not easy and it is expensive. On other cases, huge backlogs have been created for legal immigration, while at the same time, the government has insisted on expediting deportation cases.

    For further information, this Houston immigration lawyer and Miami immigration lawyer may be reached at bruce.coane@gmail.com, or at 713.850.0066 or 305.538.6800.

     
  • Coane and Associates,PLLC 9:39 pm on January 15, 2018 Permalink | Reply  

    Empleo a Voluntad y Terminación Injusta 

    Aquí hay un video de nuestra abogada de Discriminación en Miami, Melba Rivera, habla sobre Discriminación, Empleo a Voluntad y leyes de Terminación Injusta.

    Para más información nos pueden contactar al 713-850-0066 o al 305-538-6800, también pueden mandar un correo electrónico a bruce.coane@gmail.com.

     
    • Komunitas Smartphone 8:05 am on January 24, 2018 Permalink | Reply

      Greеtings fom Colorado! I’m bored to deqth at work so I decided to check
      out y᧐ur website oon my iphone during lunch break.
      I reaⅼly likе the information you present here
      and cаn’t waіt to take a look when I ɡеt home.
      I’m amazed at how quicқ youг blog loaded
      on my pone .. I’m not even using WIFI, juszt 3G .. Anyhow, superb
      blog! http://Www.nhfa.org.cn/comment/html/?75851.html

  • Coane and Associates,PLLC 9:08 pm on January 12, 2018 Permalink | Reply
    Tags: , #TemporaryProtectedStatus, ,   

    My Television Interview this week about Immigration Law 

    Earlier this week, I appeared on Houston’s CBS affiliate during the evening news, in connection with a story about TPS for El Salvadoran immigrants.

    TPS is Temporary Protected Status, and the Trump administration this week announced it was ending TPS for El Salvadorans in September 2019. Once the program ends, the Salvadorans who are here with legal work permits, will find themselves undocumented and out of status.  Hopefully, before that date, Congress will come up with a solution so these individuals can stay here with their American families, employers, etc.

    In the video, this Houston Immigration Lawyer and Miami Immigration Lawyer mentions some potential solutions. The last thing I would tell my El Salvadoran clients is to pack their bags, sell their home and car, and be ready to leave. Our immigration system does not work that way, so there is no emergency need to take immediate action. On the other hand, Salvadorans as well as any other nationalities who have had their TPS status terminated (Haitians and Nicaraguans) should get proper legal advice on how to take necessary steps to legally stay and work in the USA.

    For further information, I can be reached at bruce.coane@gmail.com or 713.850.0066 or 305.538.6800.

     
  • Coane and Associates,PLLC 3:21 pm on January 8, 2018 Permalink | Reply
    Tags: , , , wrongful termination   

    Religious Discrimination case filed against Continental Real Estate Companies of Coral Gables 

    We recently filed an EEOC charge of employment discrimination based on religion and retaliation, against a Coral Gables company, Continental Real Estate Companies.

    The religious discrimination and retaliation charges arise out of a warning that our client got when she was first hired at the company, namely, do not discuss your Christian religious beliefs at work, according to the EEOC charge. Our client was told this, she states in the EEOC charge, by Luis Bertot, her Buddhist supervisor.

    A few months later when our client reported to Bertot about an offensive picture frame on a co-worker’s desk referencing Satan, Bertot fired her that same day, according to the EEOC charge.

    This Miami Employment Lawyer regularly files charges of discrimination with the EEOC on behalf of workers who were allegedly terminated in violation of civil rights laws. For further information, I may be reached at 305.538.6800 or bruce.coane@gmail.com.

     
  • Coane and Associates,PLLC 4:56 pm on December 28, 2017 Permalink | Reply
    Tags: , , , ,   

    Pollo Tropical sued for Sex Discrimination and Retaliation-Company Claims Fired for Serving Expired Chicken 

    This has been a busy month at our law firm, filing employment discrimination lawsuits. A little over a week ago, I filed a lawsuit on behalf of my client against his former employer, Pollo Tropical. The lawsuit states that my client was discriminated against because of his sex and fired in retaliation for complaining about it.

    My client worked as a General Manager of a Pollo Tropical store in Pearland, Texas. While all seemed to be going well with his job performance and while recent store audits scored over 90%, my client states that he noticed that female managers were getting reviews and raises but he was getting neither. When he complained to Angel Cortes his District Manager and then to Chad Brown in the HR department, it is alleged that they made excuses but did not take any steps to equalize the situation.

    Instead of treating my client with the same level of fairness by giving him a review and a raise, the company, through Cortes, chose to fire him, the lawsuit alleges.  When my client asked Angel Cortes why he was fired, Cortes says it was due to policy violations, according to the lawsuit.

    When my client of this Houston Employment Lawyer and Miami Employment Lawyer confronted Mr. Brown about his termination, Brown says that he was fired “for changing the dates and labels of raw marinated expired chicken and thereby serving expired chicken to customers of Pollo Tropical,” according to the lawsuit. My client was aghast at such an allegation and denies that he did any such thing. If Pollo Tropical was serving expired chicken to its customers, my client denies having any knowledge of it, and says that the company was making up a reason to fire him in retaliation for complaining about discrimination.

    The lawsuit is pending in the U.S.District Court for the Southern District of Texas, and the first hearing will be coming up in April of 2018. A jury trial is likely to be scheduled for sometime in 2019.

    For further information, I may be reached at 713.850.0066 or 305.538.6800, or by email at bruce.coane@gmail.com

     

     

     
  • Coane and Associates,PLLC 4:05 pm on December 26, 2017 Permalink | Reply  

    Home Depot Sued for Job Harassment and Discrimination 

    Our law firm filed a lawsuit last week on behalf of our client, and against Home Depot. The federal court lawsuit alleges job harassment because of our client’s race, national origin and age.

    Our client, age 62, was a happy employee of Home Depot for over 20 years. The staff at Home Depot enjoyed working  with our client and all was well until our client transferred to the Little York store in Houston. There, his store manager was Thomas Willtrout, and that is when the problems began.

    In his lawsuit, our client alleges that Thomas Willtrout, his store manager, told him that he was “old and slow,” and that he “did not know anything about technology.” In addition, Willtrout, who is white, allegedly made fun of our client’s Indian-Carribean accent in front of customers and co-workers. Further, it is alleged that Willtrout would pretend that he could not understand our client whenever he spoke to Willtrout.

    Our client also states that when he asked Willtrout to stop harassing him and making fun of him because of his age and national origin, that Willtrout said, “I’m the f***ing manager, I can do what I want.”

    Following that exchange, our client states that he complained about the discrimination to Mervin Alphonse (District Manager) and Pamela Holland in Human Resources. They apparently initiated an investigation, but Willtrout remained as our client’s manager.

    In May of 2016, our client states that Willtrout confronted him about the complaint to HR and told our client that he is “unhappy about that.” The following month, Willtrout gave our client a written warning, and in August of 2016, Willtrout fired our client, allegedly in retaliation for his complaint to HR and the District Manager. His 20+ years at Home Depot came to a very sad end.

    The lawsuit is currently pending in U.S. District Court in Galveston, with the first hearing set for April 12 of next year. This Houston employment lawyer is representing the worker in his case against Home Depot.

    For further information, I may be contacted at bruce.coane@gmail.com or at 713.850.0066 or 305.538.6800.

     

     
    • Helen Surovek 2:36 pm on December 27, 2017 Permalink | Reply

      Simply another “ME TOO!” of another category. Outrageous! I LOVE impersonating accents of people I meet in good hearted fun when we can all share a laugh. NOT impersonation for ridicule. A MAJOR difference. As a Manager, one, in my humble opinion, is not a co-worker, per se. Another dimension of co-working authority. Again, in my humble opinion, this is disgraceful! My grandparents had a thick Eastern European accent. As children we were always teaching them the proper pronunciations of certain misspoken words as well as helping them with their cursive and spelling. Simply translated: learning. NO making fun! NOT ALLOWED!
      TO have and use the authority to FIRE someone for exercising their right to report this ‘discriminating’ behaviour to HR is OUTRAGEOUS! Does it not go against the very right of an employee to have a reporting process? If not, WHY HAVE AN HR DEPT at all? Is HR there for compliance only. No true reason, just to exist?
      The person that should be in the line of the fire is the manager that exercised his right to fire. This is an unjust treatment of an otherwise stellar employee of 20 years within the same company. To be told ” old and slow” as well as citing ‘knowing nothing about technology” is also more than inappropriate. Have a learning session with the “old” as they do with the ‘young.’ I’m betting there are systems in place that MUST be learned?
      And…disgraceful to spout “I am the f…… manager. I can do what I want.”
      First of all, the language is unacceptable from ANYONE, especially Management! The culture of Management being able to do ‘what they want’ is NOW scrutinized, as it should be.
      Please have Home Depot accountable. Shameful they are so large HD cannot truly manage and govern their management. Shameful!

    • Coane and Associates,PLLC 5:23 pm on December 29, 2017 Permalink | Reply

      Thank you for sharing your insights and thoughts.

  • Coane and Associates,PLLC 5:17 pm on December 5, 2017 Permalink | Reply  

    U.S.Immigration Laws: Do Not Enter! 

    banpic

    It didn’t take long after yesterday’s Supreme Court ruling upholding the Muslim travel ban, that I got a frantic email today concerning a Pakistani Muslim woman stopped at the Houston airport and banned from entering the U.S.

    This is despite the fact that she has a valid visitor visa and that Pakistan is not even on the list of banned Muslim countries.

    Prior to yesterday’s court ruling, I had already seen an uptick in unusual denials of visitor visas at USA embassies abroad. Frequent travelers who have had visas before have been going for renewals and finding that they are arbitrarily denied, and  they are being asked obscure questions about prior visits.

    While the travel ban is limited to just a handful of countries, this Houston immigration lawyer and Miami immigration lawyer states that the practical effect is that Muslims in all countries are likely to have a much more difficult time getting a visa or entering the country. The “America First” policy, however, is not limited to excluding Muslims. I have recently seen visas denied to individuals from Ukraine, Africa and other places, where those same people had visas in the past.

    For further information, I can be reached at bruce.coane@gmail.com or 713.850.0066 or 305.538.6800.

     

     

     
c
Compose new post
j
Next post/Next comment
k
Previous post/Previous comment
r
Reply
e
Edit
o
Show/Hide comments
t
Go to top
l
Go to login
h
Show/Hide help
shift + esc
Cancel
%d bloggers like this: