The Chopin Law Firm LLC

portrait

The Chopin Law Firm LLC

Accident & Injury, Workers' Compensation, Employment

  • Fax: 504-324-0640
  • Firm Size: 0
  • Office Hour: Monday - Friday, 8:00AM - 7:00PM
  • Language: English, Spanish

504-229-6681

Lawyer.com Featured 

  • Free Consultation 

Please include all relevant details from your case including where, when, and who it involves. Case details that can effectively describe the legal situation while also staying concise generally receive the best responses from lawyers.

Justin M. Chopin

VERIFIED Credentials and Bar Status verified by Lawyer.com on Jul 07 2020
Click here for more details
Accident & Injury, Workers' Compensation, Medical Products & Devices, Bad Faith Insurance, Lawsuit & Dispute

Award-Winning New Orleans Personal Injury Lawyer Licensed to practice in Louisiana, Mississippi, and Texas, Justin Chopin is the owner and managing... (more)

The Chopin Law Firm LLC
650 Poydras St
New Orleans, LA 70130
29.9498274,-90.0686423

MAIN LOCATION

650 Poydras St
New Orleans, LA 70130

Recent Legal Articles

What Should an Employee Do if He/She Has Been Sexually Harassed in Connecticut?
what Should an Employee Do if He/She Has Been Sexually Harassed in Connecticut?
What Should an Employee Do if His/Her Employer Retaliates Against Him/Her for Reporting Discrimination in Connecticut?
what Should an Employee Do if His/Her Employer Retaliates Against Him/Her for Reporting Discrimination in Connecticut?
Denial of Additional Shifts Could Constitute Adverse Action for Retaliation Claim under Title VII
in a U.S. District Court decision, the Court found that a restaurant’s denial of an employee’s opportunity to work additional shifts could satisfy the adverse action requirement to support a Retaliation claim under Title VII. [1]
Employee Alleging Quid Pro Quo Harassment Could Not Show Her Termination Was Linked to Sexual Relations with Employer
in a Connecticut case from the Judicial District of Stamford-Norwalk, where a female employee was sexually involved with her employer, her claims of quid pro quo harassment and constructive discharge were dismissed because she could not demonstrate sex was an implicit condition of her employment and the cessation of their relations caused her termination.[1]
Court Allows Title VII Claim of Hostile Work Environment Where Sexual Relationship with Supervisor
in a Federal District Court case, the Court held that an employee engaged in a sexual relationship with her supervisor, of which other managers had knowledge, could proceed with a claim for hostile work environment and constructive discharge against her employer.[1] The Equal Employment Opportunity Commission (EEOC) brought an action on behalf of three female former employees of a sports apparel retailer, alleging claims for sexual harassment by the store general manager, Fulton, and retaliation under Title VII of the Civil Rights Act of 1964.  The employer, Finish Line, moved for summary judgment to dismiss the claims.[2]
What Must an Employer Do If an Employee Is no Longer Able to Do Her Job Due to Pregnancy in Connecticut?
what Must an Employer Do If an Employee Is no Longer Able to Do Her Job Due to Pregnancy in Connecticut?
Effects on a Non-Compete Agreement When a Company Splits and Grants a License to the New Entity
multicare Physicians & Rehabilitation Group, P.C. v. Wong, 2006 Conn. Super. LEXIS 1351
Courts Cannot Extend Expired Non-Compete Agreements Under Connecticut Law
aladdin Capital Holdings, LLC v. Donoyan, 2011 U.S. Dist. LEXIS 61095
Differences in the Enforcement of Non-Disclosure and Non-Compete Covenants
newinno, Inc. v. Peregrim Development, Inc., 2004 Conn. Super. LEXIS 1160
5 Things To Know From The California Motorcycle Handbook
discover essential safety, licensing, and road safety tips from the California Motorcycle Handbook for safer riding.
Sexual Harassment in the Workplace: Defeating an Employer’s Defenses
a victim of sexual harassment in the workplace has certain available protections and remedies under Title VII of the Civil Rights Act of 1964, with respect to unwanted amorous advances, inappropriate touching, or an outright physical assault by another employee or co-worker.  Essentially, a victim of sexual harassment must prove in a civil lawsuit that the harassment was “sufficiently severe or pervasive” to alter the conditions of her employment, and that there was a specific basis for imputing the resulting hostile work environment to her employer (and not merely to the harasser).
Faulty Honda Airbags Trigger Massive Vehicle Recall Worldwide
a large recall on Honda airbags puts millions of drivers at risk. Call Deldar Legal today and find out if you have an injury claim.
What Should an Employee Do if He/She Believes He/She is a Victim of Discrimination in Connecticut?
what Should an Employee Do if He/She Believes He/She is a Victim of Discrimination in Connecticut?
Can an Employer Pay a Man More Than a Woman Who Works in the Same Position in Connecticut?
can an Employer Pay a Man More Than a Woman Who Works in the Same Position in Connecticut?
Covenants Not To Compete in Franchise Agreements
pirtek USA, LLC v. Zaetz, 408 F.Supp.2d 81
Hostile Work Environments and the Faragher/Ellerth Defense
in a landmark case, the United States Supreme Court established the standard by which an employer could be held liable under Title VII of the Civil Rights Act of 1964 for the creation of a hostile work environment based on sexual harassment.  By way of background, Title VII is a federal law that prohibits discrimination in employment on the basis of sex, race, color, national origin, and religion, and is applicable to employers with 15 or more employees.
What is “FINRA” and What Does (Should) It Do?
attorneys here at Maya Murphy frequently are called upon to represent individuals who are the subject of a FINRA inquiry, or a party to a FINRA arbitration.  We routinely post to our website client alerts regarding FINRA-related decisions but it occurred to us that we should take a step back and issue a post about FINRA itself—what it is, what it does (or doesn’t do), and where it came from.  Knowledge is power and because FINRA so pervades the financial industry to be forewarned is to be forearmed.
Court Awards Damages for Breach of Non-Compete Agreement
van Dyck Printing Co. v. DiNicola, 43 Conn. Supp. 191
Continued Employment is Inadequate Consideration in Absence of At-Will Employment
cost Management Incentives, Inc. v. London-Osborne, 2002 Conn. Super. LEXIS 3967