Selig & Associates: Tax Representation, Special Education Advocacy & Amazing Music Videos

Tax Representation Our tax practice is limited to representation before the Internal Revenue Service the New York State Department of Taxation and Finance and the Department of Justice Tax Division. We successfully resolve all civil and criminal tax issues. We solve income, sales and payroll withholding tax problems. We can prepare and file your missing tax returns in as little as 24 hours. We provide tax and legal representation at IRS audits, criminal examinations and appeal hearings. Release of wage garnishment and bank levy, monthly payment plans, and offers in compromise. For a free and legally privileged consultation call Selig & Associates directly (212) 974-3435 For additional information see Practice Areas

Risk Management Could a sexual harassment claim ruin your business? In today’s litigious environment you need to protect yourself against sexual harassment and hostile work environment claims. We provide legal, insurance and other asset protection strategies for business-owners and medical service providers. By implementing an effective sexual harassment strategy today, you can protect your reputation, your business, and your assets tomorrow. We solve problems before they happen. To schedule a consultation or a comprehensive evaluation of your existing plan call Selig & Associates directly (212) 974-3435 *Our fees are Tax Deductible (IRC §162)

New York City Special Education Advocacy Children with Disabilities need an experienced Advocate and Attorney to protect their rights. Did you know that Children with Special Needs are entitled to a “free and appropriate” education pursuant the Individuals with Disabilities Education Act of 2004? Moreover, Section 504 of the Rehabilitation Act of 1973 makes it illegal for New York City Public Schools to discriminate against people with disabilities. To schedule a consultation or a comprehensive evaluation of your child’s case, call Selig & Associates directly (212) 974-3435

Professional Service David Selig and Bradley Dorin, Esq., meet with each and every client personally. We return telephone calls, answer emails and provide our clients with regular updates and status reports. For additional information see About Us

Property Damage David Selig PA, settles large dollar residential and commercial property insurance claims, including business interruption insurance, burglary, fire, windstorm, and losses caused by water damage. For a free consultation call Selig directly (212) 974-3435

How to Protect Yourself & Your Company Against Sexual Harassment & Hostile Work Environment Claims

We provide legal, insurance and other asset protection strategies for business-owners and medical service providers. By implementing an effective sexual harassment strategy today, you can protect your reputation, your business, and your assets tomorrow. We solve problems before they happen. To schedule a consultation or a comprehensive evaluation of your existing plan call Selig & Associates directly (212) 974-3435 *_{Our fees are Tax Deductible (IRC §162)}

Laws Enforced by EEOC

Title VII of the Civil Rights Act of 1964 (Title VII)
This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business.

·       The Pregnancy Discrimination Act
This law amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The Equal Pay Act of 1963 (EPA)
This law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The Age Discrimination in Employment Act of 1967 (ADEA)
This law protects people who are 40 or older from discrimination because of age. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Title I of the Americans with Disabilities Act of 1990 (ADA)
This law makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business.

Sections 102 and 103 of the Civil Rights Act of 1991
Among other things, this law amends Title VII and the ADA to permit jury trials and compensatory and punitive damage awards in intentional discrimination cases.

Sections 501 and 505 of the Rehabilitation Act of 1973
This law makes it illegal to discriminate against a qualified person with a disability in the federal government. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business.

The Genetic Information Nondiscrimination Act of 2008 (GINA)

Children with Special Needs [need] an Aggressive Advocate and Attorney to Protect their Rights

New York City Special Education Advocacy To schedule a FREE consultation or a comprehensive evaluation of your child’s case, call Selig & Associates directly (212) 974-3435 

Resources

There is a Special Education Parent Center supported by the NYS Education Department serving each of the five boroughs of New York City. These Parent Centers provide information and training, and assist parents in resolving disputes over special education services. They do not provide legal services or representation at Impartial Hearings. Contact information is as follows: 

Brooklyn – Brooklyn Center for the Independence of the Disabled – (718) 998-3000

Manhattan – Resources for Children with Special Needs – (212) 677-4650 

Bronx – Resources for Children with Special Needs – (212) 677-4650 

Queens – United We Stand of New York – (718) 302-4313 

Staten Island – Parent to Parent NY – (718) 494-3462 

New York State Special Education Parent Centers 
http://www.vesid.nysed.gov/specialed/techassist/parentcenters.htm 

The New York City Department of Education provides statistical information on all the schools in the City, as well as the Chancellor’s Regulations, and a variety of other helpful resources about the public school system. You can also call “212-NEW-YORK” (same as “311” from the City) to determine a child’s appropriate zone school or region, obtain DOE phone numbers and request other DOE information.

Attorneys Predict 293% Increase in Sexual Harassment / Workplace Lawsuits (Selig & Associates can help)

Will a sexual harassment claim ruin your business? In today’s litigious environment you need to protect yourself against sexual harassment and hostile work environment claims. 

In addition to our Tax Practice, Selig & Associates also provides legal, insurance and other asset protection strategies for business-owners and medical service providers. 

By implementing an effective Sexual Harassment Strategy today, you can protect your reputation, your business, and your assets tomorrow. 

We solve problems before they happen. To schedule a consultation or a comprehensive evaluation of your existing plan call Selig & Associates directly (212) 974-3435 _{*Our fees are Tax Deductible (IRC §162)}

Start ups, small and medium sized businesses are vulnerable to employment claims because they lack effective procedures, says David Selig

Selig & Associates can help you select the right Employment Practices Liability Insurance policy (“EPLI”). EPLI protects Employers. Coverage includes: discrimination based on sex, race, age or disability, wrongful termination, harassment and other employment-related issues, including failure to promote. FYI Interviews frequently end in litigation. For example, you decide not to hire a pregnant interviewee and she alleges discrimination. Alternatively, you decide [against your better judgment] to hire a person, and then have to fire them because of their lousy work ethic and poor attendance - that same employee may sue you for “wrongful termination”. Ouch! Additionally, Selig & Associates can help your Company by:

1.     Evaluating your potential risks, reviewing your existing insurance policies, consulting with your insurance broker and making effective recommendations, including employment practices liability insurance.

2.     Developing an employee handbook that contains an equal employment opportunity statement, and clearly explains your Company's policies and procedures, e.g. attendance, discipline, complaints, etc.

3.     How to prepare periodic performance reviews and employee file maintenance.

4.     Implementing an effective screening, hiring and employee discharge program, e.g. avoiding undesirable employees, firing problematic employees.

5.     Conducting background checks.

6.     Publicly disseminated “ZERO TOLERANCE POLICY” e.g. discrimination, harassment, substance abuse, etc.

7.     Develop a record-keeping policy that documents employee issues, and what the Company did to resolve the problem.

Employment Law in a Nutshell

A.    Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, religion, national origin and sex. It also prohibits sex discrimination on the basis of pregnancy and sexual harassment.

B.    The Equal Pay Act of 1963, which prohibits employers from paying different wages to men and women who perform essentially the same work under similar working conditions.

C.    The Civil Rights Act of 1966, which prohibits discrimination based on race or ethnic origin.

D.    The Immigration Reform and Control Act of 1986, which prohibits discrimination on the basis of national origin or citizenship of persons who are authorized to work in the United States.

E.     The Americans with Disabilities Act of 1990, which prohibits discrimination against persons with disabilities.

F.     The Bankruptcy Code, which prohibits discrimination against anyone who has declared bankruptcy.

G.    Equal Employment Opportunity Act of 1972, which prohibits discrimination against minorities based on poor credit ratings.

H.    The Age Discrimination in Employment Act, which prohibits discrimination against individuals who are age 40 or older.