New York State LLC Formation for small businesses

Let the Law Offices of Mindin & Mindin, P.C. help you with your New York LLC Formation!  Call us to discuss your legal concerns and any other questions you may have about the process of forming a New York Limited Liability Company.  We are not a paralegal service where you don’t get to speak to a real New York attorney.  We are a small business law firm where every client counts.

We will form your New York LLC and get you off to a right start by answering any questions you may possibly have.  A New York LLC is the most flexible form of entity to start a New York Business today.  You will have a protective shield of limited liability but fewer formalities than with a C corporation or an S corporation.  You will have an opportunity to get to know our lawyers and will be able to reach out to us at any time after your New York LLC formation. 

Our New York LLC Package:  $500 plus $260 in State Filing Fees

What does that include?

• Consultation with an Attorney (ask any questions you may have!)
• Name Availability Check

Click here to contact us for LLC Formation

• Preparation and filing of all LLC papers, including an operating agreement for a single member (inquire about package price for 2 member LLC)
• Formation of LLC within 24 hours (if fees paid before 11:00 a.m. Monday through Thursday, LLC can be formed by next day)
• Certified copies of LLC documents
• Assistance with federal Tax ID number and EIN
• LLC publication 

What happens when ACS Oversteps?

Bronx ACS Oversteps Its Boundaries

A 10-year-old girl's mother thought she was doing the right thing when she vented her frustrations to her NYC ACS caseworker that she often times felt frustrated with her daughter's temper tantrums. 

Her 10 year-old had been diagnosed with ADHD. The agency had been involved with the mother due to the domestic violence she and her daughter had suffered at the hands of her former boyfriend. The agency was simply supposed to be providing "preventative services" to the mother and child. These would be things like assistance with counseling, transportation and  housing. She never in a million years dreamed that confiding in the child welfare worker would result in her daughter being taken away from her. 

Our Bronx ACS lawyers recognize that this may be an all too common scenario, not only in the Bronx but throughout New York City. Case workers are trained to work closely with families in need. They gain the trust of the families with whom they work. The problem is that many of these caseworkers are often over-worked and underpaid. They don't always have the time or resources to launch a proper abuse or neglect investigation. But they don't want to be the one left holding the bag if something happens to the child. Believe it or not, it becomes an easier job for them to simply have the child removed. 

One option for children fighting to regain custody of their children is a program called the Child Welfare Organizing Project. It's a peer-to-peer guidance and counseling operation that offers an outlet for parents accused of neglect or abuse. Fellow graduates are then asked to attend the child safety conferences of their peers.

The program was founded in 2007 in Harlem. Records show that in looking at data from 2010 to 2012, those parents who were involved in CWOP lost custody of their children in 15.5 percent fewer cases. A similar program offered by the Center for Development and Family Services Inc. is available in the Bronx, Staten Island and Manhattan. 

What is likely to help to an even greater degree would be the involvement of a Brooklyn attorney experienced in handling ACS cases. While a parent peer advocate can attest to the judge your commitment to improved parenting, your attorney can aggressively challenge any unsubstantiated claims, request certain claims be returned unfounded and ask that your record be expunged. 

The good news is that the ACS workers have become less inclined than they were just a few decades ago to put children in foster care. Where there were 50,000 children from New York City in foster care back in the early 1990s, that number is now down to about 12,100. 

Still, for those families stuck in the system, it can have a profoundly damaging and long lasting effect. We are dedicated to helping families reunite - and remain together. 

If you are the subject of an ACS investigation in the Bronx, Brooklyn, Staten Island, Manhattan or Queens call our offices at (888) 501-3292.

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NYC ACS is after me!

Who are these people making claims against me?!

For parents there is sometimes nothing scarier than hearing from ACS (New York City Administration for Children's Services. Often times the letters, phone calls or visits from an agent are unwarranted. It is possible a spiteful ex or an erroneous report from a hospital visit might report to ACS that your child is being physically abused or neglected.

Errors are common and is often the case due to mandated reporters. 

Who is a mandated reporter?

Certain professionals are required by law to report suspected child abuse or maltreatment to the New York State Central Register (SCR) of Child Abuse and Maltreatment, also known as the Child Abuse Hotline. The law also assigns civil and criminal liability to those professionals who fail to comply with their mandated reporter abilities.

Mandated reporters are required to report suspected child abuse or maltreatment – or cause a report to be made – when, in their professional roles, they are presented with reasonable cause to suspect abuse or maltreatment.

Reasonable cause to suspect child abuse or maltreatment means that, based on your observations, professional training and experience, you feel the parent or person legally responsible for a child has harmed that child or placed that child in imminent danger or harm.
 

Such reports can be detrimental to your custody of your child, professional license or even your divorce proceeding. If you find yourself in need of representation before the ACS, do not hesitate, call Law Offices of Mindin & Mindin, P.C. so that we may assist you through this process. Call us at 888-501-3292 or send us an e-mail using the Contact Form

What are the basic elements of a New York Employment Discrimination case?

 

Are you a New York City resident who feels they are being discriminated against at their work place? Did you lose your job due to discrimination? Take a look at the list below. There you will find what are the basic elements of a workplace discrimination claim and a hostile work environment/harassment claim. 

If you answer yes to any of the sub-items in 1, 2 or 3 below for a discrimination claim, or any sub item in 4 or 5 below for a harassment claim, you should contact us immediately to discuss. We offer a free one hour consultation at our office. Contact us by phone at 888-501-3292 or e-mail us anytime.

1. Have you been discriminated against because of your:
   • Race
   • Color
   • Sex
   • Religion
   • National Origin
   • Age (over 40)
   • Disability
   • Pregnancy
      
2. Has a negative employment action been taken against you?
   • Have you applied for a job and not been hired?
   • Have you been fired?
   • Have you applied for a promotion and not gotten it?
   • Have you been demoted?
   • Have you been disciplined?
   • Have you suffered a cut in pay or benefits?
   • Have you not received the same increase in pay or benefits as similar employees outside your protected class?
   • Have you received a poor performance evaluation?
      
3. Do you have direct or indirect evidence that a negative employment action has been taken against you?
   1. Direct Evidence: Your employer has specifically stated that its motive in taking the action is discriminatory (rare)
   2. Indirect Evidence:
      1. Were you fired?
         • Were you qualified for the position and satisfying your employer's legitimate expectations?
         • After you were fired, did your employer seek a replacement with qualifications similar to yours?
      2. Are You Still Employed?
         • Were you satisfying the employer's legitimate expectations?
         • Did you suffer an adverse employment action (demotion, pay cut, discipline, etc.)?
         • Were similarly situated employees outside your protected class treated more favorably under similar circumstances?
            
4. Have you been subject to harassment causing a hostile work environment based upon your membership in a protected class (listed in item 1 above)?
   1. Is the harasser a co-worker?
      • Can you show that your employer knew or should have known of the harassment and failed to take reasonable corrective action?
      • Have you reported the harassment to your employer?
      • Has your employer taken reasonable corrective action?
   2. Is the harasser a supervisor?
      • Is the harasser a person who has the power to hire, fire, promote, demote or discipline you?
      • Has the harasser/supervisor caused a negative employment action (see item 2 above) to be taken against you?
      • If no negative employment action has been taken against you, have you not complained to HR because the complaint would go through the harassing supervisor or does your employer have a history of ignoring complaints, and therefore the complaint would be futile?

1. Have you been sexually harassed as a condition for employment ?
   1. Have you been subjected to unwelcome sexual advances, requests for sexual favors or other physical or verbal conduct of a sexual nature?
      • Was submission to this conduct made either explicitly or implicitly a term or condition of your employment?
      • Was your submission to or rejection of such conduct by your employer or supervisor used as a basis for an employment decision affecting you?
      • Was there a consensual sexual relationship with the supervisor?