Category: Blog

Key Takeaways A corporate resolution formally documents major decisions made by a board, members, or shareholders. New York corporations must maintain these records under the Business Corporation Law. Resolutions are required for bank accounts, loans, real estate transactions, and executive appointments. Incomplete or missing records can expose business owners to personal liability. Consistent record keeping…

Key Takeaways An NDA breach in New York is treated as a contract violation and carries real civil consequences. Judges can order damages, injunctions, or reimbursement of legal fees, depending on what the agreement says. New York voids confidentiality clauses that cover up workplace discrimination or harassment. Defenses exist, including showing that the information went…

Key Takeaways New York follows a one-party consent rule. You may record a conversation you participate in. Recording a conversation you are not part of may qualify as felony eavesdropping. Courts consider whether participants had a reasonable expectation of privacy. Interstate calls may trigger stricter all-party consent laws. Employers may set workplace recording policies, but…

Key Takeaways New York allows recording when one party consents or participates. Recording without any party’s consent is a felony with criminal and civil consequences. Interstate calls may require all-party consent under stricter state laws. Illegally obtained recordings are inadmissible in court proceedings. Lawful recordings must meet authentication and hearsay requirements for admissibility. Recording meetings…

Key Takeaways Intellectual property, including trademarks, patents, copyrights, and trade secrets, directly impacts company valuation and market position. Trade secrets require no government registration and depend entirely on internal controls like non-disclosure agreements and restricted access protocols. New York business owners can pursue civil action in state or federal court when their IP rights are…

Key Takeaways New York at-will employment usually allows employers to reduce employee hours. Hour reductions must apply going forward, not retroactively. Employers must still follow minimum wage and overtime rules after schedule changes. Cutting hours due to discrimination or retaliation creates legal liability. Some New York City employers must follow Fair Workweek scheduling rules, including…

Terminating an employee is rarely a comfortable process for any business owner. Beyond the interpersonal difficulty, there is always the looming risk of legal action. Many discharged employees immediately search for “unfair dismissal employment law,” believing that being fired without a “good reason” is illegal. In New York, this is a common misconception. While New…

Parties holding equity in a specific business entity enter into shareholder agreements to advance important business and legal interests.  For example, a group of shareholders may agree to vote in favor of a specific outcome should the equity of the company in question be asked to approve a certain strategic financing deal.  Or, if a…

Key Takeaways New York employers face liability when unfair treatment stems from discrimination or retaliation. Inconsistent discipline for similar misconduct can signal workplace discrimination. Excluding employees from meetings or training can support hostile work environment claims. Retaliation occurs when employers punish workers for reporting harassment or participating in investigations. Pay disparities based on protected characteristics…

Shareholder disputes often start quietly, then escalate fast, especially inside closely held corporations where ownership, management, and personal relationships overlap. Business owners searching for shareholder dispute resolution usually want clarity, options, and control before conflict damages the company beyond repair.  At Castle Garden Law, we approach these matters with a business-first mindset, focused on protecting…