Lieb at Law, P.C.

Lieb at Law, P.C. Lieb at Law, P.C. is a New York State law firm with a focus on employment & discrimination law.

offers legal services with a focus on litigation, discrimination, employment, and real estate. Additional practice areas include real estate brokerage, title disputes, contractual / commercial litigation, landlord / tenant, estate litigation, mortgage foreclosure, surrogate’s court litigation, plaintiff's personal injury / premises liability, land use / zoning, business and real estate transactions.*

*Attorney Advertising

We're growing our litigation team.Over the last several years, we've invested heavily in building something that many li...
06/05/2026

We're growing our litigation team.

Over the last several years, we've invested heavily in building something that many litigators say they want but rarely find: a practice where attorneys can spend more time thinking strategically and less time fighting inefficient systems.

At Lieb at Law, our litigators handle nuanced disputes involving businesses, executives, employers, employees, brokerages, property owners, professionals, and individuals across New York, New Jersey, and Connecticut. Many of our matters involve complicated factual records, evolving legal issues, procedural challenges, and significant business or personal consequences.

We've built operational systems, litigation workflows, knowledge management processes, and legal-specific AI tools designed to help attorneys identify issues faster, manage cases more effectively, and focus their energy on strategy, advocacy, and client outcomes.

We are looking for litigators at various experience levels who enjoy motion practice, legal writing, problem-solving, and the challenge of navigating cases where the answer is not obvious.

Many of our matters come through referrals from attorneys and law firms. Our attorneys also teach continuing legal education programs nationally while actively litigating the types of issues they teach.

If you're interested in practicing in an environment that values preparation, procedure, strategy, and continuous learning, we'd love to hear from you.

If you know someone who would thrive in this environment, please share this post with them.

Complex litigation careers at Lieb at Law in Smithtown, NY. For high-performing attorneys seeking sophisticated cases, modern legal technology, competitive compensation, and freedom from the Manhattan commute.

New York entered the debate over private listings.Bill A10679 passed assembly on Friday 5/29 and if enacted would requir...
06/01/2026

New York entered the debate over private listings.

Bill A10679 passed assembly on Friday 5/29 and if enacted would require public marketing of residential listings unless sellers sign a disclosure acknowledging the risks of keeping a property off the public market.

Our breakdown of what brokerages need to know:

New York's proposed private listing law could impact pocket listings, private exclusives, brokerage compliance, and seller disclosures.

The DOL just proposed a rule that could significantly expand when related companies are treated as “joint employers” und...
05/07/2026

The DOL just proposed a rule that could significantly expand when related companies are treated as “joint employers” under wage, overtime, and leave laws. Businesses using affiliates, management companies, staffing structures, or shared workforces should understand that employment contracts and policy manuals may become critical evidence in defending against expanded liability exposure.

DOL proposes expanded joint employer liability rules impacting FLSA, FMLA, and related employment claims.

HUD just changed the rules: truthful, non-racial discussions of crime rates and school quality are now considered protec...
05/04/2026

HUD just changed the rules: truthful, non-racial discussions of crime rates and school quality are now considered protected speech under the First Amendment. But the risk hasn’t disappeared, it’s shifted to disparate treatment by inconsistently giving those rates and quality, which can still trigger liability

HUD’s 2026 shift allows neighborhood data but disparate impact risk still applies.

This new Executive Order puts federal contractors on notice that internal employment and program decisions may now impac...
03/31/2026

This new Executive Order puts federal contractors on notice that internal employment and program decisions may now impact contract payment and trigger False Claims Act risk.

Executive Order links DEI practices to FCA risk for federal contractors.

The EEOC issued a direct warning: DEI labels will not shield programs that consider race or s*x from Title VII liability...
03/20/2026

The EEOC issued a direct warning: DEI labels will not shield programs that consider race or s*x from Title VII liability, and enforcement is shifting toward systemic, company wide claims. General Counsel must immediately review recruiting, training, and internal programs for exposure and fix any structure or language that could be interpreted as identity-based decision making.

EEOC warns that DEI programs may violate Title VII if they consider race or s*x. Learn how real estate brokerages, housing providers, property manager

A new decision from the New York Appellate Division gives housing providers, property managers, and real estate brokerag...
03/06/2026

A new decision from the New York Appellate Division gives housing providers, property managers, and real estate brokerage firms a basis to dismiss Section 8 discrimination cases. In People v. Commons West, LLC, the court held that enforcing New York’s source-of-income discrimination law to compel participation in the Section 8 Housing Choice Voucher Program facially violates the Fourth Amendment.

The reasoning is straightforward but significant: participation in the program requires landlords to consent to government inspections of rental units and access to rental records. The court concluded the government cannot force property owners to waive constitutional protections against unreasonable searches as a condition of compliance with state law. For housing providers, this raises an immediate litigation opportunity: move to dismiss pending Section 8 discrimination claims.

We break down the decision and its implications here:

A New York appellate decision may trigger motions to dismiss in Section 8 discrimination cases against housing providers, brokerages, and property man

When co-owners start fighting, the instinct is to “file something.”That’s usually the first mistake.In business and real...
03/04/2026

When co-owners start fighting, the instinct is to “file something.”

That’s usually the first mistake.

In business and real estate ownership disputes, the most important decision is not whether to sue. It’s what claim you bring first. Partition. Derivative action. Dissolution. Receivership.

Each procedural vehicle changes leverage, remedies, valuation risk, and timing. Choose wrong at the beginning and you spend the rest of the case trying to recover.

If you handle ownership disputes, governance fights, or co-owned real estate conflicts, this is the analysis that determines how the case plays out.

Co-ownership litigation strategy for business and real estate disputes, covering partition, derivative actions, fiduciary claims, and dissolution.

The Department of Labor just proposed another change to the independent contractor test under the FLSA.That would make t...
03/03/2026

The Department of Labor just proposed another change to the independent contractor test under the FLSA.

That would make three major shifts in less than a decade.

This is not just a compliance update. It is litigation fuel.

Every time the standard moves, plaintiff-side firms reassess business models that rely on independent contractors. Add in NY Labor Law exposure and the Freelance Isn’t Free Act, and classification becomes an enterprise risk issue, not an HR form issue.

If your agreements say “independent contractor” but your workflows say “employee,” you have a problem.

Businesses using IC models should be stress-testing their structures now under both the 2021 and 2024 frameworks. Waiting for regulatory stability is not a strategy.

We are advising companies to audit compensation, control mechanisms, termination rights, and operational reality before the next wave of claims hits.

If your company relies on independent contractors and you want to assess exposure before it becomes a lawsuit, let’s talk.

DOL proposes another shift in independent contractor rules. What this means for misclassification risk and enterprise exposure.

General Counsel should be paying attention to this one.In Bruce v. Adams & Reese, LLP, the Sixth Circuit interpreted the...
02/27/2026

General Counsel should be paying attention to this one.

In Bruce v. Adams & Reese, LLP, the Sixth Circuit interpreted the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFAA) broadly and held that if a single claim in a lawsuit alleges s*xual harassment, the pre-dispute arbitration agreement can become unenforceable for the entire case.

Not just the harassment claim. The entire suit.

The court focused on the word “case” in the statute and concluded it encompasses the plaintiff’s whole action. That means a plaintiff can potentially avoid arbitration of otherwise arbitrable claims simply by including a s*xual harassment allegation in the complaint.

Expect this to be used tactically. *xualharassment

6th Circuit holds one harassment claim voids entire arbitration clause under EFAA.

Address

Smithtown, NY

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

Telephone

+16462168009

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