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  • Coane and Associates,PLLC 3:42 pm on July 28, 2017 Permalink | Reply  

    Immigration Arrests and Raids and Employment Law Update 

    Here is a video of a speech that I gave a few months ago to an overflow crowd in Houston. I was talking about my predictions for immigration raids of churches, hospitals, synagogues, mosques and other places where immigration officials historically would not visit.

    While the video is several months old, some of my predictions are already coming to fruition, where spouses of Americans with no criminal record are being arrested and deported and where according to some of my clients, immigration officials are “rounding-up” foreigners in some of the smaller, more rural areas. With my 30+ years of experience in immigration law, I am uniquely situated to advise individuals, companies and non-federal government agencies on how our laws work and exactly what is going on right now. I have been staying very busy, lately, doing just that.

    In other matters at our office the past couple of weeks, I had the opportunity to visit with clients from some of the smaller countries of Africa, such as Equatorial Guinea, Burkina Faso (formerly known as Upper Volta) and Angola. In addition to providing legal advice to these clients, this Houston immigration lawyer and Miami immigration lawyer always finds it interesting to talk to them about their culture, language, and other aspects of their country.

    On the employment law and employment discrimination law front, I am currently in Phoenix, Arizona for two days of depositions. My client sued Dignity Health in Phoenix, alleging he was fired due to sex discrimination and retaliation. The essence of his allegations are that his boss was sleeping with his co-worker, that Dignity knew about it and allowed it to continue, and when there was a lack of funding, his supervisor chose to keep his female co-worker (the one sleeping with the boss) , rather than my client. In addition to the two days of depositions, I have been enjoying the regional food, the dry heat and 100+degree temperatures, and the sight of all the exotic desert flowers and cactus plants.

    Lastly, it has been a busy month for court hearings on our employment discrimination cases. We went to court twice this month in our client’s case against Wells Fargo, where our client claimed race discrimination, and the bank sued her back for alleging stealing money from the vault. We also had a court hearing in our client’s case against Hobby Lobby, where he alleges he was fired in retaliation for complaining about sex discrimination.

    For further information, I may be reached in Houston at 713.850.0066 or in our Miami office at 305.538.6800. I can also be reached at bruce.coane@gmail.com.

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    • Helen Surovek 6:18 pm on July 28, 2017 Permalink | Reply

      LOVE the great work you do, Bruce. Had I had the privilege of higher education, I would have been doing something similar…helping those in need of help. With the know-how to
      maneuver through the maze of our wonderful legal system. Keep up the good work~!

  • Coane and Associates,PLLC 9:05 am on July 17, 2012 Permalink | Reply
    Tags: , , ,   

    Race Discrimination Case Against Kroger and Use of word "Nigger" 

    I am preparing for a jury trial in Houston which starts on August 7, 2012. The case involves race discrimination against Kroger, the big supermarket chain in Houston.

    Racial Discrimination

    photo: you-can-learn-basic-employee-rights.com

    Our client claims that she was constantly called “nigger” by her white co-worker. She says that she complained to management and they rarely, if ever, took action. They let him continue working there, she alleges, because he was friends with the store manager.

    As I prepare for trial, I was discussing how many times we think the word “nigger” will be mentioned in the trial. We even talked about substituting the phrase, “the “N” word”, rather than saying the racial slur over and over again. I’ve had sex harassment and race discrimination cases where other slurs were used, and I always avoid repeating them, but rather say the “f-word” or the “b-word”.

    Wondering what my friends in the blogosphere and on FB think. Should we keep saying “nigger” throughout the trial, or should we say “the N word”, instead. Somehow I think the jury will grow tired, and maybe even offended by the constant repetition of the word “nigger”.

    __________________________________________________________________________________________________

    About the author: Bruce Coane is an attorney who specializes in labor and employment law and immigration law, with offices in Florida and Texas. He may be reached at houstonlaw@aol.com, 713-850-0066 or 305-538-6800.

     
    • Anonymous 1:09 am on August 2, 2012 Permalink | Reply

      Please use “The N Word” in the courtroom. This blog is very difficult to read because I found the language offensive. If I were a juror and the attorney kept saying the word you used above I would find it difficult to be sympathetic to your cause. Good luck to you and your client.

    • Jill 3:07 am on December 8, 2012 Permalink | Reply

      What did you end up doing and what was the outcome. I would say it once when repeating verbatim the statement of the person who uttered it. I would refrain from using it again and use the n-word in other instances.

  • Coane and Associates,PLLC 3:18 am on April 6, 2012 Permalink | Reply
    Tags: , , , , Mike Childs, Raymond Wei   

    Kroger Files Motion to Dismiss Race/Sex Harassment Lawsuit 

    In a case that our law firm has been handling, the employer, Kroger, has filed a motion for summary judgment seeking to have the lawsuit dismissed. They claim that there are insufficient disputed facts to warrant a trial. The case is pending in US District Court in Houston and is set for trial this summer.

    In this case, our client filed a lawsuit in federal court, claiming that a co-worker harassed her because she is black and female, by among other things, calling her a “nigger.” Store managers, Raymond Wei and Mike Childs, have signed statements on behalf of Kroger’s motion.

    Co-manager of the Kroger store (in Sugar Land, Tx), Raymond Wei, verifies that our client complained about a co-worker using curse words at her, and he notes that a customer verified our client’s complaint. Store manager Mike Childs has verified that the offending employee was disciplined at least one time, yet, his employer still seeks dismissal of the case.

    In their motion, Kroger claims that our client cannot prove sufficient facts to win, so the judge should dismiss the case. This is a common defense tactic in almost every discrimination case. Unfortunately, many times a judge will dismiss the case without the employee-victim ever getting their day in court for a trial. In this case, we plan to respond to the motion with compelling evidence, so hopefully the judge will let our client proceed to trial before a jury.

    __________________________________________________________________________________________________

    About the author: Bruce Coane is an attorney who specializes in labor and employment law, and, immigration law, with offices in Florida and Texas. He may be reached at houstonlaw@aol.com, 713-850-0066 or 305-538-6800.

     
  • Coane and Associates,PLLC 6:08 pm on June 21, 2010 Permalink | Reply
    Tags: , EEOC investigation, ,   

    Gay Man Pursues Sexual Discrimination Claim 

    Today, my client will be participating in an Equal Employment Opportunity Commission (EEOC) investigation concerning his charge of discrimination. We filed his charge with the EEOC claiming discrimination based on sex.  While normally there are no laws preventing employment discrimination based on sexual orientation, in this case, his supervisor suspected that the client was gay, kept asking questions about his family, etc, and fired him after 6 weeks on the job because he “was not the right fit,” and things were “not working well.”   The client is claiming sex discrimination, as the basis to enable the EEOC to investigate. Following today’s investigatory process, there will be the opportunity for mediation to see if there is a way to amicably resolve this case.

     
    • Allison Welsch 7:41 pm on June 21, 2010 Permalink | Reply

      How often does that occur in the work place?

      • Coane & Associates 12:52 pm on June 28, 2010 Permalink | Reply

        I have had this type of issue many times, so, unfortunately, it is probably a common occurance.

    • Raj Makajanani 1:40 pm on June 22, 2010 Permalink | Reply

      Did you case get resolved, and what was the outcome?

      • Coane & Associates 12:50 pm on June 28, 2010 Permalink | Reply

        The investigation at EEOC continues, and when they are done, we can take the case to court, unless the case settles, of course.

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