Friday, July 30th, 2010
by bjanay

LOBEJ joins Rick, Steiner, Fell & Benowitz, LLP

RSFB-Logo_sm

We are pleased to announce that as of July 15th, 2010  The Law Office of Barry E. Janay, P.C. has relocated its offices from 101 East Fifteenth Street, NY, NY to 90 Broad St., 25th Flr., New York, NY and joined its practice with the firm of Rick, Steiner, Fell & Benowitz, LLP, with its principal Barry Janay having agreed to the title of Senior Counsel.  The change will provide for a significant enhancement of and complement to the existing practice areas and services offered to former as well as prospective clients.

Rick, Steiner, Fell & Benowitz, LLP’s roots date back to the 1950’s, since that time the firm has become very highly regarded and esteemed in New York’s legal community and developed a strong reputation in the following practice areas:

The existing website(s) and methods of contact (i.e. phone, fax, and email) for The Law Office of Barry E. Janay, P.C. will continue to remain operational should you wish to reach The Law Office of Barry E. Janay, P.C.  For more information on Rick, Steiner, Fell & Benowitz, LLP please visit their website found here.

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Got Judgment(s)? Things You Need To Know About Renewing Judgments In New York…

~ Spring Dreams ~
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When someone wins a case and obtains a monetary judgment, most people assume that the judgment is valid until the winner (the judgment creditor) collects the money from the loser of the case (the judgment debtor) and the judgment is satisfied, whether it takes three months, five years, or fifty years.  However, in nearly every state judgments expire and must be renewed after a certain time period, ranging anywhere from 5 years to 20 years depending on the state. If the judgment is not renewed in time, the judgment creditor may suffer from the dreaded “lien gap.” This occurs when another creditor’s lien steps in front of the judgment creditor’s lien and becomes senior, thereby enabling this new creditor to collect first.

In New York, under CPLR 211(b), a monetary judgment is valid for 20 years, but the judgment is valid as a lien against real property for only 10 years under CPLR 5203(a). Because of the 10 year limit, a judgment creditor will want to renew his judgment after 10 years to ensure he or she has a valid lien on any property the judgment debtor obtains in the next 10 years. In 1986, CPLR 5014 was amended to allow a renewal action to be brought during the final year of the initial 10-year lien period (prior to 1986 you had to actually wait until the 10 year period expired, thus exposing yourself to the lien gap). A judgment creditor will want to start the renewal action early enough during that last year to allow for the renewal to be ruled on during that same year, thus avoiding any lien gap issues. According to CPLR 5203, the renewal judgment takes effect after the expiration of 10 years from when the original judgment was first docketed.

To see a case where the judgment was not renewed in time and other creditors were therefore able to gain seniority over the judgment creditor, see the New York Court of Appeals decision in Gletzer v. Harris, reported at 2009 WL 1285970 (also available at http://www.law.cornell.edu/nyctap/I09_0081.htm). The Court in Gletzer held that judgment liens renewed after the tenth year will only receive junior priority.

So if 10 years have nearly passed since you obtained a judgment that has yet to be satisfied, now is the time to renew!

For more information see:

- David D. Siegel, Renewing New York Judgment To Secure New Lien, New York State Law Digest, No. 594, June 2009.

- Michael Berey, Renewal Judgments, New York State Bar Association, Real Property Law Section Blog, June 2, 2009 (http://nysbar.com/blogs/RPLS/2009/06/renewal_judgments_1.html).

- Adam L. Bailey and Dov Treiman, State High Court Decision Exorcises Ghosts of Liens Past, New York Law Journal Real Estate Update, Aug. 12, 2009.

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Thursday, June 10th, 2010
by bjanay

Trademark Trial and Appeal Board Practice: Fraud on the USPTO

Official seal of the USPTO
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Companies are living and dying by their brand image and strength of their trademarks now more than ever and therefore obtaining and maintaining properly registered trademarks has become increasingly important.  A Trademark can be opposed or canceled if the application was defective or improper for a number of reasons.  For the most part, business competitors will oppose the registration and/or seek the cancellation of a Trademark to gain a competitive advantage and one claim they may implement to obtain those goals is by initiating a cancellation or opposition proceeding before the Trademark Trial and Appeal Board (TTAB), which is part of the United States Patent and Trademark Office.

Generally speaking, there is a litany of reasons why the TTAB would make an adverse determination and cancel the registration, but one of the most common claims is “Fraud on the Patent and Trademark Office.”  The standard for proving fraud in common law is usually such that the Plaintiff or Petitioner must prove by “clear and convincing evidence” that the Defendant / Respondent acted knowingly (or with wreckless disregard for the truth) with intent to deceive, however for a period between 2003 and 2009 the TTAB had lowered the bar for proving fraud making it so low that mere negligence could amount to fraud and the ultimate result was that something akin to “strict liability” especially because many times large companies will file for numerous registrations at once and often times mistakes are made.

In 2009 the rule changed, the Federal Circuit decided a case In Re Bose, which recognized that their is a distinction between statements that are false and those which are done for the purpose of fraud or deceit.  In that case, the court created a new standard:  “a Trademark is obtained fraudulently under the Lanham Act only if the applicant or registrant knowingly makes a false, material representation with the intent to deceive the PTO.”

While there are still many caveats and pitfalls to filing for a Trademark with the USPTO that people need to navigate through the recent change in the law should be well received by individuals and organizations looking to protect their Trademarks.  A mere misclassification of the goods or services being registered is no longer tantamount to fraud in the eyes of the TTAB.

One more item of note when filing for a Trademark registration… It’s often a good idea to file completely separate registrations for the same product or service if you are planning on listing it in more than one class.  This way if one of the applications doesn’t go through to registration or one is canceled later on the other may still be alive and well.

Finally, as with any legal matter the particulars of the situation will always play a role in determining the best course of action.  The Law Office of Barry E. Janay, P.C. offers consultations to business and Intellectual Property owners seeking to maximize the benefit and minimize the risk of their investments.

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Immigration Ideals and in Practice

Ellis Island as seen from the Circle Line Ferr...
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While I try to keep politics out of the posts to this blawg, I couldn’t help myself to write this after an experience I had yesterday as well as considering the news I’ve read concerning the law recently passed in Arizona that has caused a “firestorm” and heated debates between proponents on the right and opponents on the left.

If you ask me, the discourse going on in the national media outlets is very low brow, only appeals to the least common denominator, and seemingly is only aimed at energizing the fringe elements on both sides of the political spectrum.  On the conservative side, there is almost a fervor that we need to essentially militarize our border with Mexico and if the Federal Government won’t then the onus is on the State.  On the liberal side, the sentiment is that the Arizona law is an extreme and racist measure (don’t they mean xenophobic?).  What’s clear is that the right and the left are just talking past one another and in the process obfuscating the issues.  The net result is that the national debate suffers and whatever law winds up being enacted federally is likely going to just be a band aid solution appeasing only the fringe and not really solving anything.

So, yesterday I represented a client before the USCIS (A Division of the Dept. of Homeland Security) that was taking the oral portion of her English language citizenship exam, which my client had been studying for over the past approximately 3 months and the client had failed the exam the previous time she had been examined.. I had also produced various evidence showing that she was who she said she was (employment, birth certificate, immigration visa, passport from foreign country, etc.) and also showing that she met the criteria for lawful residence and citizenship in the U.S..  After the hearing before the USCIS administrator they made a determination that my client had passed the exam (there were some words my client really struggled with and they were pretty basic, but they still approved of her verbal skills, the client was nervous and that no doubt effected the responses) and the documentary evidence we submitted was deemed acceptable…. The long and short of it was that by passing this exam, which is one of the final stages of the process, it meant that my client will become a citizen of the United States of America…  When the USCIS officer said that she passed, my client knew exactly what the officer had said and exclaimed with a heavy accent “I passed!” covered her mouth and her eyes were wide open… We walked out of the examination room and there was a somewhat awkward expression of gratitude, but  I knew the exact sentiment that the client was trying to express and just shook the client’s hand and said “congratulations.”

I left the USCIS office and headed back to my office thinking about this event, I put on NPR where there was a discussion going on about the Arizona law making being in America without a visa or other immigration papers a state criminal offense.  While from the news reports I’ve seen and my limited knowledge of the contents of the law my initial instinct (aka my lawyer spidey sense) was that this law is unconstitutional on its face because it seemed to violate the Supremacy Clause of the United States Constitution and because it may be overly vague so as to leave it up to a police officers subjective opinion as to what an “illegal alien” looks like and therefore give probable cause to make an arrest if that person did not possess requisite documentation (i.e. Visa or Green Card).  Next, since the U.S. Constitution makes it the responsibility of the Federal Government, to handle foreign affairs and not the individual State’s (i.e. Montana can’t declare it’s own border policy with Canada, because that may have the same effect as implementing a foreign affairs policy, Federal law preempts, supersedes, or  or is supreme to that of the State on such issues).  There are arguments to be made that it is constitutional, but my gut tells me that on balance the AZ law won’t pass constitutional muster when it is scrutinized by appellate courts and even the Supreme Court.

Now back to my client, who followed all of the steps to become a citizen and now is getting ready for a Naturalization Ceremony… What I saw immediately following the exam and hearing was something easy to identify, it was a sense of pride, acceptance, belonging, and joy.  I can’t imagine that the people who have unlawfully entered the U.S. via a coyote (smuggler) or some other arduous and dehumanizing means ever develop those same convictions for this country…  I can imagine that they are just struggling to survive here after such an ordeal. I may be just speculating, but I think that people who come here and go through the process and ceremony to become citizens (while sometimes discouraged and angry about the bureaucratic nature and expense of it all) ultimately are more committed to the collective betterment of the United States.  So, I don’t have too much sympathy for the people who are not coming to the United States lawfully, but I understand that they are doing so out of a basic desire to survive.

The fact of the matter is that immigration policy can never be entirely fair for everyone, but the policy should aspire towards fairness and illegal entry into the U.S. should be a matter of concern to every citizen.

Another  point worth mentioning is that illegal workers are hired for all kinds of jobs (but primarily for menial labor) and in most cases the government doesn’t receive any tax revenue from them, they are often hired below minimum wage, not to mention it limits the number of people we can bring into this country through the legal process because there is less work for them for every person that is not in the U.S. lawfully… The people who hire illegal workers, which indirectly is just about everyone (I’d like to see the percentage of how many NYC restaurant delivery personnel are here on lawful visas or our citizens) are basically complicit or accessories to these violations of law, yet the people who do the hiring largely go unpunished and the practice of using illegal immigrant labor continues unabated.

So, in conclusion of this fairly long winded post, the character of the debate going on needs to be elevated, lawful immigration into the U.S. should be something that potential citizens will covet and be proud of, so immigration outside of those channels needs to be discouraged and if possible prevented.  Prevention however is not just incumbent on the government, it’s incumbent on everyone who hires illegal workers, and as I mentioned above, we’re all somewhat (albeit indirectly in the vast majority of instances) guilty of this.  There is not going to be an overnight fix to the system, but adequate attention needs to be given to the fact that illegal labor makes up a substantial segment of our economy and measures to discourage this should be created, implemented, and enforced.

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Tuesday, March 23rd, 2010
by bjanay

LIVE EVENT BLOG: Bloomberg Law M&A Seminar – The Dealmaking Landscape 2010

New York - Bloomberg Building
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See comments.

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Friday, March 12th, 2010
by bjanay

Dr. Strangelobej or: How I Learned to Stop Worrying and Love Legal Document Shops

Dr. Strangelove
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There is a lot of buzz about “new” and “easy” ways to get legal work prepared or done without going to a lawyer, sites such as Legalzoom.com, nolo.com, wethepeople.com, and hundreds more just like them which promise to make  things like starting a company or drafting a will quick and easy.  Unfortunately, when you buy a document that purports to get your LLC created for $29.95 or whatever they charge you may wind up getting something that costs you easily over 100x that amount.

The adage that a stitch in time saves nine is particularly apropos in the legal field, a great deal of the most expensive litigation cases that private client’s find themselves ensnared in got that way because one of a simple mistake in executing one of those legal documents purchased from any one of the hundreds of legal document shops that madethe promise of saving them money.  It’s true that it is cheaper in the beginning, but any mistake that is made can cost you dearly in the long term.

The fact of the matter is that while the majority of people that purchase those documents are intelligent enough to fill in the blanks on those forms, a lot of them decide to cut corners or just failed to ask themselves the right questions and as a result the consequences can be devastating such as the loss of rights to property, ownership of a small business, or certain property is distributed outside of a will that should’ve been contained in it amongst many other instances.  The result could me prolonged and expensive litigation.

The best move people can make is to find a decent and trustworthy attorney to run some ideas by and get a sense of what the project entails, perhaps speak to a few different attorneys before deciding on one, and then when you are ready to go you can ask about and/or negotiate rates.  Most attorneys including The Law Office of Barry E. Janay, P.C. will offer a free initial consultation on many types of matters and after consulting with one or two attorneys you’ll have a much better understanding of what goes into a will, starting a business, a divorce, etc.

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Tuesday, March 9th, 2010
by hollyjoseph

Contractor versus Employee: Is It All Just a Bunch of Garbage?

employees only

At a hearing held on February 18, 2010, LOBEJ on behalf of it’s client’s obtained a judgment of $75,000 based on a breach of contract claim. Whether or not an employer-employee relationship exists is a critical component of many legal claims.  Among the factors that a court will examine to determine whether a person is an employee or an independent contractor are:
-  the skill required
-  the source of the instrumentalities and tools
-  the location of the work
-  the duration of the relationship between the parties
-  whether the hiring party has the right to assign additional projects to the hired party
-  the extent of the hired party’s discretion over when and how long to work
-  the method of payment
-  the hired party’s role in hiring and paying assistants
-  whether the work is part of the regular business of the hiring party
-  whether the hiring party is in business
-  the provision of employee benefits
-  the tax treatment of the hired party
See Frankel v. Bally, Inc., 987 F.2d 86.(2d. Cir. 1993).
In Mr. Janay’s recent case the plaintiffs were paid at regular intervals by the defendant, sent daily notices, plaintiffs’ names appeared in the internal company directory and email list, plaintiffs were provided with building security passes, and meals were paid for by the company. In addition, the plaintiffs were treated in the same manner as other employees in their use of telephones, telephone services, and company equipment.  However, as noted above, these actions were not enough to establish an employee-employer relationship.  In New York State, the establishment of this relationship has a substantial effect on damages in various lawsuits and on tax liability.  The plaintiffs recovered in this case because they had a contract (actually an implied contract)with the defendants upon which the court based the $75,000 in damages.  However, had the judge found that there was an employer-employee relationship, the damages would have been significantly higher as they would have potentially included attorney’s fees and costs, and punitive damages.  See NY CLS Labor § 198.  Nonetheless, it was a victory that had left the Law Office of Barry E. Janay, P.C.’s client’s very pleased.

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Friday, February 19th, 2010
by bjanay

What one satisfied client recently had to say about LOBEJ…

The only thing better than receiving a positive review or recommendation from a past client is when they choose to hire you again.  Just recently a former client of LOBEJ posted a recommendation on Mr. Janay’s LinkedIn profile that reads:

“I retained Barry in 2009 to file a civil action to collect a substantial debt that was two years old. I had tried numerous times to find an attorney in New York to assist me, and had run into many snags along the way, as our case involved out of state corporations, uncertain jurisdictional issues, a resistant debtor, and my own limited resources. Barry knew or figured out how to work the courts and financial institutions in New York, and secured a 100% recovery of the debt in a short period of time. He is personable, realistic, and true to his word. I plan to retain him again soon on another matter, and look forward to working with him.” February 19, 2010

This former client listed Mr. Janay’s top qualities as: Great Results, Personable, Good Value.

It has long been said that the best way to grow any business is through word of mouth referrals and by obtaining great results, while in the practice of law and especially in litigation “great results” are not always possible it is nice to see that when things do go right that your client’s appreciate it.

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Friday, February 12th, 2010
by bjanay

MasurLaw (Of Counsel to LOBEJ) in Conjunction with the IAEL Presents “Collective Rights Licensing at the ISP Level”

NYC - Brooklyn - Williamsburg - MÖTUG collecti...

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The International Association of Entertainment Lawyers and MasurLaw have come together to publish the book: Collective Licensing at the ISP Level.

The book is summarized as follows:

Each year the IAEL publishes a book on a topic of international concern in the entertainment business.   The 2010 book is about collective licensing at the ISP level.  This idea has gained momentum as revenues have declined in the mediadigital distribution.  We chose this topic because we were struck by how often collective licensing has been discussed recently as the “solution” to media’s sea change to digital distribution, and by how little has been discussed about how it would work.  This book is about exactly that, and attempts to answer the following question: distribution businesses as a result of the transition from physical to

If a collective licensing scheme were introduced to pay for uncompensated consumption of media on the internet, how would it work, and how would it be implemented on a worldwide basis?

The book was designed to be used as a desk reference for entertainment attorneys, artists, rights holders, entrepreneurs, academics, music and entertainment journalists, lawmakers and regulators, etc.  However it is still fairly easily accessible for just about everyone and since the topic is bound to come up at social gatherings having read it will help ensure that your comments will be relevant and insightful.

Copies are presently on sale for $89.00 plus $10 shipping within the USA, to purchase yours or ask any questions simply email us at inquiries@lobej.com.

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Tuesday, February 2nd, 2010
by bjanay

Exceptions to the New York State Employment At Will Doctrine

The doctrine of employment at will is one that, while well known, is rarely understood by either employees or employers.

Employment at will  is explained as follows:  “any hiring is presumed to be ‘at will’; that is, the employer is free to discharge individuals for good cause, or bad cause, or no cause at all, and the employee is equally free to quit, strike, or otherwise cease work.”

Taken at face value this definition might lead one to believe that he or she can be terminated for any reason whatsoever, including sex, race, etc.  However, there are limitations, both via legislation and through principles of fairness, which regulate the reach of this doctrine.  Even if an employee is at will, with no contract whatsoever, he or she cannot be terminated for belonging to certain groups.  Under New York State law, it is illegal to discriminate on the basis of  “age, race, creed, color, national origin, sexual orientation, military status, sex or marital status.”(Click Here for the Division of Human Rights Law and Regulations Website)   Federal law has similar restraints; with the exception that Federal law does not protect discrimination on the basis of sexual orientation.  In addition, the City of New York also has an anti-discrimination law.  If an employee is terminated and such termination is “under circumstances giving rise to an inference of discrimination” he or she may have a claim against his or her former employer.  (See Martin Ferrante, Respondent,V.American Lung Assoc., Appellant. 90 N.Y.2d 623, 687 N.E.2d 1308, 665 N.Y.S.2d 25 (1997)).
It is also possible that what began as an employment at will transformed into something else entirely during the employment relationship.    If at some point during the employment, the employer made a promise to the employee that his or her employment would last for a specific duration, then an implied in fact contract may exist.   Even if an employer did not intend to create a contract with an employee, if the employer made such promises to the employee, the employer is legally bound by those promises.  This type of implied contract might warrant a claim against a former employer.

Lastly, courts in New York have generally been willing to make some public policy exceptions to an at will employment and require that employers act in good faith and fair dealing with their employees.  If an employee can allege that the employer acted in bad faith, (i.e. terminating employment right before a big bonus is due), then New York courts are often willing to find wrongful termination, you can find more information on this topic by clicking here or by contacting The Law Office of Barry E. Janay, P.C.

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