A group of about 50 people — including wealthy parents coaches, college prep executives, and Hollywood actresses Felicity Huffman of Desperate Housewives fame and Lori Loughlin from Full House — were charged in connection to a nationwide fraud scheme to get their children and students into elite universities, according to a federal indictment unsealed on Tuesday, March 12. The parents allegedly paid a college prep organization run by a consultant named William Singer to take tests on behalf of students or to correct their answers after the fact. Singer also allegedly helped the parents bribe college coaches to lie and say that the students were athletes in order to help admit the students as required athletes.
Of the scheme, FBI special agent Joseph R. Bonvolonta said it was "a sham that strikes at the core of the college admissions process." The core, though, was already rotten.
That "sham," otherwise known as Operation Varsity Blues, was also illegal, unlike a myriad of other ways rich families can give their college-bound children of all achievement levels a leg up. Seemingly buying children a slot in elite universities is nothing new; for years, we've heard of conveniently-timed donations made to key schools by wealthy families whose children happen to enroll in their programs. A prime example is Jared Kushner's father, who pledged $2.5 million to Harvard University in 1998; according to Kushner's high school administrators, he would likely not have been accepted purely in on his own merit. Kushner's story is common: A recent lawsuit concerning Harvard's admissions policies shows that the school views incoming students as revenue generators as much as they do actual students.
A recent investigation into Harvard University found that children of Harvard alumni, or "legacy" students, were five times more likely to get in than similarly qualified applicants with no prior connections. A 2011 study of 30 elite colleges found that legacy students were 45 percent more likely to get into elite colleges than non-legacy students. Research also shows that being a legacy student was roughly equivalent to scoring 160 points higher on the SATs, when admissions officers weighed a student's application. Harvard University did not immediately respond to a request for comment from MTV News.
A recent investigation into Harvard University found that children of Harvard donors were more likely to be accepted than their peers who didn't donate. The school even kept a secret list of all of the applicants who are the relatives of major donors, and the students on that list had a 42 percent acceptance rate, according to the Harvard Crimson, in comparison to the overall 4.6 percent acceptance rate Harvard boasts.
And it isn't just Harvard: This happens in schools across the country. Donald Trump cumulatively donated about $1,480,500 to the Wharton School at the University of Pennsylvania, the business school he attended before his daughter Ivanka and son Don Jr. — notably, donations coincided with Ivanka and Don Jr.'s enrollment in the school, according to the Daily Pennsylvanian.
Studies show that students who receive private tutoring perform better on standardized tests. One recent study showed that the average student jumped from the 34th percentile to the 42nd percentile after tutoring. But that same study showed that private tutors cost about $3,800 per student per year – which is often an insurmountable amount of money for lower-income families.
Lower-income students can access other options, like Khan Academy and the Purdue Online Writing Lab — free online resources that offer test-prep, writing help, and course discussion. Advocacy groups are attempting to make these and other programs more available to students, according to Annie Reznik, the executive director of Coalition for College, a group of elite colleges and universities that are working to make college more accessible for low-income and diverse students.
According to the Postsecondary National Policy Institute, the median annual household income for the parents of first-generation college students is about $37,565, while the median annual household income for their peers whose parents did go to college tends to be around $100,000 a year. This creates a cycle for success in ways the students and parents might not even realize: Because your parents went to college, you are more likely to be able to afford college, and to have the resources necessary to succeed at any scholastic level.
First-generation college students also face more barriers to success than their peers once they are accepted to these universities, according to research. First-generation students are more likely to work jobs while in university and are more likely to need at least one remedial course while in college as a result of not having access to those same courses at a high school level.
Promising athletes with lower grades and test scores are more likely to be admitted to colleges than their non-athletic counterparts, according to the New York Times. And wealthy kids are more likely to fit the bill: They're from families who could afford to support years of sports, The Atlantic reported.
It's a double-edged sword: For many lower-income students, sports can feel like the only way out of poverty, but studies show that they are getting shut out of sports more and more each year. Not only can extracurricular sports be prohibitively expensive, but parents of many low-income students may not be able to take time off of work to support their children in the way that higher-income parents might. And as school budgets across the country become tighter and tighter, athletic programs are often negatively impacted, despite the myriad ways sports programs benefit young people.
According to a 2015 study, health care is one way to explain the gap in reading and math ability between children from lower-income families versus higher-income families. And a 2012 Health Affairs study showed that the wealthiest fifth of Americans received 43 percent more healthcare than the poorest fifth of Americans. Healthy students are less likely to miss school and have a higher chance of success in classes, especially math, according to research, thereby setting them up to achieve the grades necessary to be accepted into better schools.
According to the Scripps Howards Foundation Wire, there is a shortage of guidance counselors in the U.S. that is only getting worse each year. One of the main job descriptors of these counselors is to advise students on college and advocate for them – something that particularly affects students whose parents aren't pushing them at home to pursue higher education.
"There is a shortage of counselors available to advise students, a disparity of that advocacy is greater in low-income areas," Reznik told MTV News, adding that because of this shortage, there's information that some people might perceive as obvious that is actually privileged information, and add an additional barrier to lower-income students.
Take, for example, the fact that lower-income students are more likely to have to work a job or take care of their siblings instead of attending Key Club or other extra-curricular activities, which are often an important aspect of the college application. But speaking openly about responsibilities not related to school can actually boost a student's college application, something that Reznik says is often unknown information — which can pose an additional barrier for students.
According to the New York Times, while AP courses are growing to districts across the country, they are still primarily taught in wealthier school districts, which can leave students in lower-income districts struggling to compete with their peers by the time college applications roll around.
Jones said that colleges and universities recalculate GPAs to include these advanced placement courses, which can raise some students GPAs almost a full point. However, students who didn't have access to those courses would see their GPA stay stagnant, with no indication that they are being graded against an unfair curve.
The price of college is skyrocketing and is increasing almost eight times faster than wages are, according to Forbes. If a lower-income student defies all the odds and does make it into an elite college, often times they still can't attend because needs-based resources don't always stretch far enough, Jones told MTV News.
It's clear that the entire business of admitting students to elite universities is broken at best and corrupt at worst. Groups like the Coalition for College and The Education Trust are working to combat this and level the playing field through advocacy, legislation, and changing how we think about elite colleges and universities.


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Tiffany Ma
Our Employee Clients
For executives and individuals, the employment lawyers at Young & Ma LLP can help with claims of workplace discrimination, harassment, retaliation, and wrongful termination; as well as severance negotiation, advice and counseling, and restrictive covenant litigation; and more. See below for some examples of how we can help.
Representative Results for Employees
Chief executive officer of a real estate investment firm focused on shopping centers Obtain seven-figure settlement on the basis of breach of contract, breach of fiduciary duty, breach of covenant of good faith and fair dealing, fraudulent inducement, retaliation for engaging in protected activity, and failure to pay vested and earned compensation
Upper East Side/Long Island mother, pregnant with her second child, employed as Sales Operation Manager at a technology and media company headquartered in New York Increase severance by almost 800% - within three months of hire - on the basis of gender, maternity status, caregiver status, and pregnancy discrimination; failure to accommodate; retaliation; and equal pay violations
Emergency and attending physician, on the research faculty at a large NYC teaching hospital, facing termination Reinstatement on the basis of disability (high performing doctor with a mental illness) and domestic victim status discrimination
Director of Sales employed at a known hotel in New York Triple severance - within four months of hire - on the basis of age and perceived disability discrimination
Managing Vice President that was a current employee at a global research firm Obtain six figure severance on the basis of gender, age, and disability/perceived disability discrimination and stereotype and equal pay violations
Female security officer contracted in lobby of a large international bank Obtain severance on the basis of sex discrimination
Dark-skinned Southeast Asian employed as Head of Operational Risk in the New York office of a Swiss global asset management firm Close to triple severance on the basis of race/national origin discrimination, race and gender stereotype, and retaliation
Vice President employed at a British multinational investment bank Handle interactive process on behalf of client, avoiding miscommunication and retaliation and obtaining desired reasonable accommodations
Software engineer employed at a major NYC research university After a code of conduct violation investigation by the university, obtain for client a no fault finding with no public statement
Regulatory affairs and clinical development executive employed at a New York biopharmaceutical company Defeat respondent's fee-shifting motion in an American Arbitration Association arbitration
Young pharmaceutical sales executive briefly employed at an international biotechnology company More than double severance - within three months of hire - on the basis of New York Labor Law § 740 (NY Whistleblower Law)
Female surgeon employed at a large New York multi-specialty physician practice Achieve high six figure settlement on the basis of gender and pregnancy discrimination and retaliation, unequal pay, and failure to provide reasonable accommodations
Managing partner that established the New York office of an Israeli real estate fund Obtain severance on the basis of religious discrimination
Chinese Data Management Lead employed at a New York investment management firm Obtain six-figure settlement - within four months of hire - on the basis of race/national origin and disability/perceived disability discrimination, failure to accommodate, and FMLA and whistleblower retaliation
Two Asian registered representatives employed at a New York broker dealer Obtain severance on the basis of race discrimination
Female senior editor, with generalized anxiety disorder, employed at a corporate communications company headquartered in New York City Obtain settlement on the basis of disability and gender stereotype and discrimination, failure to accommodate, and equal pay violations
Mid-50s female marketing director employed at a family-run New York-based retail manufacturer Obtain settlement on the basis of gender, age, and disability discrimination and stereotype, failure to accommodate, and other violations of New York Labor Law
Late 50s editor employed at a New York daily newspaper More than double severance - within three months of hire - on the basis of age and disability discrimination
Receptionist, suffering from Circadian Rhythm Sleep Disorder (shift work sleep disorder), employed at a New York nonprofit Obtain severance on the basis of disability discrimination, failure to accommodate, and retaliation
African-American mother of two, suffering from hyperemesis gravidarum, employed as a digital engagement manager at a large insurance company Obtain six-figure settlement on the basis of race, gender, and pregnancy/maternity status discrimination and stereotype, and wage disparity
Indian female program manager employed at a large New York teaching hospital Increased severance by over 1,000% on the basis of race and gender discrimination and stereotype
Chinese foreign national female architect terminated from a New York-based global architecture firm just after her return from a short pregnancy-related leave Obtain settlement on the basis of pregnancy discrimination, gender/maternity status stereotype, and equal pay issues
Thai stay-at-home-mom that returned to the workforce as a reporting analyst for a major NYC research university On the basis of race discrimination and sexual harassment, obtain monetary settlement within four months of hire, plus mandatory training for the perpetrator on sexual harassment, national origin, and accent discrimination #MeToo
African-American systems administrator employed at a financial information network headquartered in New York City More than quadrupl severance on the basis of race and disability discrimination, FMLA retaliation, failure to accommodate under the Americans with Disabilities Act and New York City Human Rights Law, and failure to respond to reasonable accommodations requests in writing subsequent to the NYCHRL changes in October 2018
Vice President that was a current employee in the Electronic Trading Technology group of an American multinational investment bank Obtain six-figure settlement - within three months of hire - on the basis of hostile work environment, disability discrimination, and gender stereotype
Black female lead sector analyst employed at a "Big Four" accounting firm Obtain settlement on the basis of race and age discrimination and retaliation
Operations developer employed at a high-frequency trading firm Obtain settlement - within three months of hire - on the basis of hostile work environment created by retaliatory responses to client's reporting of technical issues
Black male Director of Public Affairs employed at one of the world's largest pharmaceutical companies Obtain six-figure severance - within four months of hire - on the basis of race discrimination
Female Singaporean Enterprise Risk Manager that was a current employee at a European multinational investment bank Negotiate an exit with a close-to-six-figure severance on the basis of race/national origin and gender discrimination and stereotype, accent discrimination, and FMLA retaliation
Female marketing director, who generated substantial sales and relationships for a New York-based health club aggregator, targeted shortly after return from maternity leave Almost quadruple severance - within three months of hire - on the basis of pregnancy, gender stereotype, and maternity leave discrimination and retaliation
Female vice president employed with 15-year tenure at a Chinese bank in New York Obtain substantial settlement - within four months of hire - on the basis of gender, age, and race discrimination and stereotype, and retaliation for #MeToo complaints
Female commissioned sales manager over the age of 60 employed at a New York fashion brand
Obtain settlement on the basis of gender, national origin, and age discrimination and stereotyping, and retaliation
Long term business manager, with young children, employed at a New York ticket seller and managed out after merger
Double severance - within two months of hire - on the basis of race, gender, and maternity status discrimination and stereotype
Long term senior editorial director employed at a East Coast print media company Obtain settlement on the basis of sexual orientation discrimination and stereotype, hostile work environment, race discrimination, and retaliation
American male employed as a VP in New York by a Nordic bank Obtain six-figure settlement - within four months of hire - on the basis of race and national origin discrimination
Long-term female managing director employed in New York by a prominent legal staffing agency More than triple severance on the basis of gender, age, national origin, religion, and disability discrimination and stereotype
Jewish science writer employed short-term in New York by a global not-for-profit Substantially increase severance on the basis of religion and disability discrimination and retaliation
Turkish-American Muslim male employed as Senior Director of Research at a broadcast television network More than triple severance - within three months of hire - on the basis of national origin and reverse gender discrimination
Highly educated female American PhD information technology and information systems expert employed in New York by an Indian multinational corporation Obtain settlement on the basis of national origin, gender, disability, and age discrimination and stereotyping
Female administrative assistant employed at a national law firm Obtain settlement on the basis of pregnancy discrimination and stereotype and retaliation
Female manager, employed at a New York direct mail firm, terminated right before commencement of maternity leave Increase severance by over 600% on the basis of pregnancy discrimination and equal/fair pay violations
Female Indian e-commerce professional employed at a Middle East airline Obtain settlement on the basis of race, national origin, and gender discrimination; race/gender stereotype; retaliation; and overtime violations
Female short-term employee in her mid-30s employed as a salesperson at a multi-national pharmaceutical company Obtain significantly increased severance based on gender, gender stereotype, and age discrimination; Equal Pay Act violations, and retaliation
Pregnant endoscopy technician employed at a large New York hospital Obtain settlement on the basis of gender and pregnancy discrimination and stereotype and FMLA leave discrimination
Recent father employed as an engineer in New York by a Japanese e-commerce company Increase severance - within four months of hire - on the basis of paternity leave, marital status, and primary caretaker discrimination and retaliation
African-American male accountant employed at a New York City-based private investment firm More than double severance offer - within three months of hire - on the basis of race discrimination and retaliation
Female physician's assistant employed at a New York healthcare service provider Obtain six figure settlement on the basis of sex, pregnancy, and FMLA leave discrimination and retaliation
Indian-American employed at a New York City-based theatre nonprofit Obtain six-figure settlement on the basis of race, national origin, and age discrimination, after employer violated normal termination procedure
Office manager employed at a national primary care practice Obtain settlement - within three months of hire - on the basis of disability discrimination
Two C-level executive assistants employed at a New York marketing communications company Obtain settlement - within three months of hire - on the basis of sexual harassment; hostile work environment; retaliation; and age, disability, FMLA leave, and associational discrimination, after retaliatory termination allegedly for cause
Two pregnant employees of a multi-borough New York home infusion service Obtain six figure settlement on the basis of pregnancy, religion, age, disability, and gender discrimination, surpassing restructuring/mass layoff defense
Female Chinese-American director employed at one of the Big Three credit rating agencies Obtain settlement - within two months of hire - post-retaliatory performance improvement plan (PIP) on the basis of gender, race, and age stereotype discrimination
Female C-level executive assistant employed at the New York office of a global alternative investment firm Obtain six-figure settlement - within one month of hire - on the basis of quid pro quo and hostile work environment sexual harassment; gender and marital status discrimination; retaliation; and gender and marital status stereotype
Female executive director employed at a New York-based research institute Obtain six-figure settlement, after defeating gender retaliation election of remedies defense and contract statute of limitations defense
Female house manager employed by a wealthy New York family Obtain six-figure settlement - within two months of hire - on the basis of race, national origin, and gender discrimination; quid pro quo and hostile work environment sexual harassment; and violation of the Fair Labors Standards Act and New York Labor Law
Female operations supervisor employed at a conglomerate headquartered in New York City Obtain six-figure settlement - within four months of hire - on the basis of gender and race discrimination, gender and race stereotyping, sexual harassment, retaliation, and retaliation to associated employees
Female assistant director of risk management employed at a large New York hospital health network More than double severance offer - within three months of hire - on the basis of religion and FMLA leave discrimination, religion and gender stereotyping, and associational and direct retaliation
Female investor relations analyst employed at a New York hedge fund sponsor, allegedly part of a mass layoff More than double severance - within three months of hire - on the basis of gender, pregnancy, primary caregiver status, parental status, and FMLA discrimination; and gender and race stereotype
French and Muslim female reservations manager employed at the midtown Manhattan location of an upscale hotel chain Obtain severance on the basis of national origin, race, and religion discrimination and retaliation
Female support staff who became pregnant shortly after starting her employment with a New York surgery practice Obtain severance - within four months of hire - on the basis of pregnancy, disability, and race discrimination
Experienced female dental hygienist employed at a New York dental practice while getting in vitro fertilization (IVF) treatments Obtain severance - within four months of hire - on the basis of gender discrimination, pregnancy discrimination, gender/pregnancy stereotyping, failure to provide reasonable accommodation, retaliation, and New York Labor Law violations
Facilities supervisor employed at the New York office of a Texas real estate development and management company Obtain settlement - within three months of hire - on the basis of disability/perceived disability discrimination
Chinese-American senior systems administrator (IT) who suffered race-based violence from colleagues while employed at the New York-based investment banking subsidiary of a foreign financial conglomerate Increased severance - within four months of hire - on the basis of race/national origin discrimination and retaliation
Chinese-American investment researcher employed at a global institutional investment management firm headquartered in New York City More than double severance - within three months of hire - on the basis of race discrimination and race stereotyping
Highly functional architect, employed at a high-end New York residential architectural firm, forced to work with coworkers who misunderstand his personality disorder Almost quadruple severance - within three months of hire - on the basis of disability discrimination
Jewish DevOps directer employed at a New York cloud-based enterprise technology company Increase severance by almost 800% on the basis of race/national origin and religion discrimination, and retaliation for asking for accommodations due to workplace-induced disabilities
Delivery architect, suffering from dyslexia and anxiety, employed at a multinational technology company Obtain severance on the basis of disability discrimination
Highly-educated and highly-experienced Dominican pathology lab supervisor employed at a large New York hospital Obtain severance on the basis of disability and race discrimination
Female security officer employed at a large New York art museum Obtain severance on the basis of disability and gender discrimination
Ivy League educated homosexual African-American male account executive employed at a New York telecommunications technology firm Increase severance by 800% - within three months of hire - on the basis of race, sexual orientation, and disability discrimination; retaliation; and other violations of federal, state, and city employment laws
Female engineer employed at a traffic engineering and transportation planning firm Obtain high six-figure settlement - within three months of hire - on the basis of gender, race, and religious discrimination and sexual harassment and hostile work environment
Executive employed at a real estate investment fund More than double severance shortly before expiration of statute of limitations on claims
Senior project manager employed at a software development company Triple severance - within two months of hire - on the basis of age, disability, and national origin discrimination
Jewish sales professional employed at a cloud-based professional employer organization After resignation, obtain personal apology, from general counsel and Senior Vice President of the Sales Team, and settlement with one year of salary - within four months of hire and without filings - for less than two years of employment, on the basis of sexually charged comments and religious discrimination and disability harassment
Head of Credit and Rates entering into investment bank subsidiary of one of the world's largest banks Negotiate favorable terms, including obtaining significant Good Reason resignation language and other beneficial terms, for executive's entry
Jewish assistant general counsel employed at a privately owned hedge fund sponsor More than triple severance - within two months of hire - on the basis of gender stereotyping, sex role stereotyping, and reverse age discrimination (i.e. being too young and beautiful)
Asian-American senior jeweler, employed at a New York jewelry manufacturer, with significant pay reduction during maternity leave Obtain settlement - within four months of hire - on the basis of pregnancy, gender, maternity leave, pay and terms equality, parental status, caregiver status, and race and age discrimination
Chief compliance officer, a foreign national, employed at an online money transfer and e-commerce payment services company Within three months of hire, increase severance and health insurance continuation, extend time to exercise stock options, and obtain agreement by company that an offer made to a majority of employee option holders to purchase any shares of stock would include client at the same price and terms as those employee option holders, on the basis of religious and national origin discrimination
African-American director of collections employed at a merchant cash advance company Obtain settlement - within three months of hire - on the basis of race discrimination
Asian food service director with a non-documented disability employed at a nursing home center Obtain severance on the basis of age, disability, national origin, and race discrimination
Cook, employed at a Queens restaurant, who had had her case dismissed with prejudice for failure to prosecute pursuant to Federal Rule of Civil Procedure 41 After replacing prior counsel, successfully move the court to vacate the dismissal pursuant to Federal Rule of Civil Procedure 60(b)(6)
Taiwanese-American female artist, over age 50 and with visible disability, employed for over 20 years at a luxury carpet brand Discover coverage under two (2) ERISA employee plans on top of a triple increase of severance - within three months of hire - on the basis of race, national origin, age, and disability discrimination and alleged assault at the workplace
African-American female senior program director, over age 40, employed at a New York non-profit social support service agency More than quintuple severance offer on the basis of race, national origin, and age discrimination and retaliation
Japanese-American business development manager employed at a large New York hospital Obtain substantially increased severance, continuation of health insurance, and mutual non-disparagement - within two months of hire - on the basis of age, national origin, and disability discrimination; one of two alleged perpetrators was subsequently terminated
Chinese-American sales executive of fixed income/trading products Obtain high six figure settlement and positive letters of reference on the basis of race and age discrimination and commissions-related claims
Female salesperson employed at a furniture dealership Subsequent to demands for proper commission by a young female salesperson, prior employer responded by conjuring up non-existent restrictive covenants and tortious interference with client's new employment to which we responded with strong letters outlining the basis for payment of owed commissions subsequent to separation of employment, retaliation, and gender discrimination; obtain full payment as client previously demanded without signing any general release or filings
Senior director employed at a broadcast television network More than double original severance offer - within two months of hire - on the basis of age, disability, and family leave discrimination
East Indian female vice president of operations employed at a New York home care services agency Obtain settlement - within two months of hire - on the basis of gender, religious, and national origin discrimination
Photo specialist employed at a national drug retailing chain Obtain settlement - within three months of hire - via EEOC mediation on the basis of national origin and race discrimination
Jewish female in-house counsel employed at a prominent legal staffing agency Obtain settlement - within one month of a demand letter - on the basis of inequality, failure to promote and gender discrimination
Compliance officer employed at a global asset management firm terminated on the basis of performance Close to double original severance offer after a single demand letter, plus obtain neutral U5 language, continuation of health insurance, mutual non-disparagement, and non-contest of unemployment insurance, on the basis of gender discrimination after a supervisor discovered an intraoffice romance
Derivatives equity trader Increase severance and obtain quarter million deferred compensation after a single demand letter; issue resolved within 30 days
Female operations associate employed eighteen years at a New York broker-dealer Close to double original severance offer - within two months of hire - on the basis of age and gender discrimination
Female global marketing director employed at a large Boston-based company on the verge of merger Obtain significantly increased severance (more than double) and positive letters of reference
Business analyst in a financial services institution department with many foreign national employees Double severance on the basis of national origin discrimination when the perpetrator and preferred employees were of a different ethnic and cultural background
Russian foreign national, employed 10 years at a health facility, managed out after developing Parkinson's disease Revoke Separation Agreement and General Release signed without advice of counsel; increase severance/settlement offer by 600%
European Muslim MBA, over age 40, employed at an American multinational bank Obtain increased severance on the basis of age, national origin, religious, and disability discrimination
Senior female executive assistant employed at a broadcast television network Close to double original severance offer - within three weeks of hire - on the basis of victim of domestic violence and disability discrimination
African-American health and safety manager with 30 years of construction experience employed at a small construction company Obtain settlement on the basis of race discrimination, misclassification of his status of employment, and whistleblower protection
Chinese foreign national employed as an associate at a French financial services institution Obtain settlement subsequent to the filing of an EEOC Charge for national origin discrimination, errors in his immigration application, and reporting relevant issues under FINRA and securities regulations
Young Chinese male foreign exchange products control manager employed at a multinational financial services institution Obtain settlement - within three month of hire - on the basis of disability and protected outside activities discrimination
African-American male contracts administrator & analyst employed at a Connecticut-based recovery audit firm Obtain settlement on the basis of race and gender discrimination, where client is a highly educated professional with a JD and MBA, and was disrespected by older Caucasian female supervisor
Quantitative analyst on H-1B visa status Inclusion in major industry conference after a complaint for national origin discrimination; subsequent amicable separation with continued salary, sponsorship, health insurance, bonus, attorney's fees and detailed letters of recommendation
Chinese-American single mother employed at a financial institution More than double her original severance offer after a single demand letter
Senior saleswoman of marketing company Severance and settlement on the basis of potential commissions for gender discrimination and sexual harassment claims
Chinese engineer who signed an immigration payback agreement at a global automotive parts and technology company and sought successor employment due to anticipated sale of business unit Non-enforcement of immigration payback agreement, resulting in client not having to pay a five-figure bill from the company's immigration law firm
Adult education teacher employed less than one year at a New York nonprofit Obtain severance and non-contest of unemployment insurance - within two months of hire - on the basis of disability discrimination and failure to engage in an interactive process and to consider reasonable accommodation in evaluating performance
30 year member of an elite Manhattan religious institution denied employment in a senior finance position Obtain settlement on the basis of age discrimination
Chinese-American administrator with substantial prior leadership experience employed at a major New York hospital Obtain settlement - within two months of hire - on the basis of intra-Asian race and color discrimination
Senior operations coordinator employed at an international marketing agency Obtain significantly increased severance (more than six times the original offer) - within two months of hire - on the basis of disability and race discrimination, as his termination occurred shortly after he announced imminent surgery but before the surgery occurred
Taiwanese husband and wife, employed at an aftermarket car parts company, that resigned to work for a competitor due to significant decrease in compensation and poor treatment Subsequent to a cease and desist letter sent to client's current employer, demand letter was sent to prior employer alleging race and national origin discrimination and application of a non-compete clause that was invalid as it was not the most recent version of the restrictive covenant agreement signed and when viewed against discrimination and substantial decrease in compensation; obtain monetary settlement for both husband and wife and mutual releases such that non-compete provisions could not be enforced by the prior employer
Small New York law firm's first African-American senior attorney to generate significant business and demonstrate advanced trial capabilities, yet denied opportunities for partnership Obtain significant severance, despite resignation, on the basis of race and age discrimination
Store manager of national drug retailing chain Obtain severance and non-contest of unemployment insurance for amicable separation after internal complaint of national origin discrimination subsequent to negative reviews
Chinese female product manager employed at a financial institution terminated for cause Severance, vacation pay, neutral letter of reference, non-contest of unemployment insurance, and mutual non-disparagement
Advertising manager employed at a manufacturing company Turn mutual resignation over disagreement as to reasonable accommodation into an offer for continued payroll and health insurance for a quarter, additional severance for emotional distress damages, attorney's fees, positive reference, and non-contest of unemployment insurance
Secretary at a large law firm Severance on the basis of potential overtime violation and gender discrimination
Asian female production coordinator employed at an apparel manufacturer who was terminated directly after delivery of a third child Settlement payment, attorney's fees, and reinstatement - one year after termination
Asian-American male IT professional employed less than a year at a financial services institution Severance
Asian female in human resources employed at a sports and fitness chain Severance on the basis of unfair transfers and unfair compensation
Pregnant Asian female employed less than a year at a small hedge fund Quick exit with substantial severance
61 year old handyman employed for six years at an upscale residential condominium Severance for wrongful termination on the basis of age, national origin, and race discrimination
Two Hispanic retail salespeople (one employed for three years, and the other under three months) Severance on the basis of discrimination and overtime violations
One partner in a two partner owned yoga business that was less than a year old More than twice the client's equity injection for voluntarily leaving the partnership, before the business was profitable
Young woman employed at a husband and wife owned marketing and communications company Substantial severance on the basis of periodic sexual harassment from the male owner
Male senior salesperson with several internal harassment complaints against him Severance (including severance for another employee - brought into the company by the senior salesperson - that was forced to resign)
Same-sex sexual harassment victim who had a finding of no probable cause with the U.S. Equal Employment Opportunity Commission Severance after the filing of litigation in the United States District Court, Southern District of New York
Female litigator employed at captive law firm Obtain promotion (after waiting a year and a half) because of mention of new Achieve Pay Equity Act amending Section 194 of the New York Labor Law
Mortgage broker Severance and owed commissions after the filing of litigation in the Supreme Court of New York, Commercial Division
"Tiffany is the true definition of a zealous advocate. She is sharp, focused and relentless. As an attorney myself, I was advised by numerous people to not commence an action against my former law firm (due to the legal industry being a "small circle"). Before I retained Young & Ma, I was also advised by numerous employment lawyers that my experience, while "unfortunate", "salacious", and "something that should be actionable", did not fit into the traditional checklist of easily recognizable EEOC claims. Tiffany saw the bigger picture and not only took my case immediately with the claims I had considered, but also pointed out other actionable claims I and the other lawyers I consulted had missed.
When I set out to bring my case, I wanted a set of sharp teeth to chew on the hard bone that was my former abusive employer, and I got that. Tiffany helped me reach such an outstanding settlement that it exceeded my expectations. She is truly an indispensable asset, especially to the Asian community. I highly recommend Young & Ma for their services."
-Client
"Responsive, top-notch law firm. As a lawyer, I rarely write reviews for other lawyers, but in this case, I fully endorse the professionalism and quality of services provided by Young & Ma."
-Lawyer
"Tiffany helped me with a discrimination case and stood up for me with incredible confidence and knowledge. She listened very thoroughly from the start and was very informative, direct, and adaptable as the journey went on. I really appreciated how quickly she responded to emails, sometimes within minutes. It was critical when things would happen or change multiple times a day. I felt valued and knew Tiffany was truly fighting for what was right for me, and I am happy with the outcome."
"In the simplest way- Excellent."
"Tiffany has a very straightforward style to get to the point where the result is. After I first talked to her, she gave very thorough guidance and projection how things would unfold (and later on it proved to be quite spot on), and listed critical questions to help me recollect information that helps build my case. This is very effective strategy.
I talked with her a few times and she could remind me of things that I was not quite aware of but necessary to build my case. After I provided basic information, Tiffany was able to use her magic to put into a framework and bring back what I deserve.
She is effective, punctual and professional. I thank her for bringing back the result."
"They have a lot of experience in fighting for their clients in different situations. Always respond to my questions very promptly. My former employer is a tough one, but they helped me to get a reasonable settlement."
"The Young and Ma employment law team is exceptional in their dedication to their clientele, and abundant knowledge of employment law. Their professionalism, strategic and educated approach to their cases, activity with the EEOC, and legal rights are beyond compare. I would highly recommend them to anyone seeking employment law assistance."
"Tiffany Ma was rigorous, knowledgeable and fierce, yet very compassionate. She really heard me and summarized my side with the sensitivity and laser sharp focus that I needed to be compelling. She also made a detailed assessment of my case and walked me through potential scenarios.
During arbitration meetings Tiffany protected me from conversations with my former employer designed to belittle me or my work performance and made me feel like I finally had someone in my corner against Goliath.
Tiffany Ma not only secured a settlement accretive to my severance but also negotiated an opportunity for a conversation with my former employer that helped me to heal emotionally from the experience. That conversation meant as much to me as the financial compensation.
I will never forget Tiffany Ma and how her advocacy helped me gain compensation for my pain and suffering but also a measure of peace from one of the most traumatic experiences of my professional career.
Tiffany is rare among lawyers of her education and background – extremely knowledgeable of the system without being cynical. I am so thankful to Young and Ma, especially Tiffany for helping me move forward constructively.
I send my best wishes to the firm for continued success."
"Tiffany was amazing in her approach to my case and ensured I understood the law, my rights and how she could protect them. She methodically counseled me in gathering persuasive evidence. I was pleased with the outcome. I highly recommend her."
"Tiffany has become a remarkable writer. Her points are potent and flow like a river rolling down pebbles in a pristine mountain stream."
-Prior employer
"Tiffany was incredible! She really went to the mat for me, but also used a very high level of what I would call emotional/political intelligence – she knew exactly the right things to say or not say, answered all my questions immediately, calmed me down when I needed it – but most importantly, she got great results!!!! Because of the very successful outcome, which was a result of Tiffany's tireless efforts, I feel so much better about myself. I couldn't ask for better representation. If you need legal help call Young and Ma!"
"A complete pleasure to work with. She is someone who can relate, identify and process quickly. Highly recommend her services."
"Employment is a mutual agreement platform. Not everything I signed during the hiring process is legal. Y & M helped me settled my labor dispute case. I was not looking to take advantage of the situation but simply protecting my rights. And it was done right by Y & M."
"Tiffany and Richard were outstanding! They took the time to listen and make me feel at ease. I received direct professional feedback and they worked diligently to get results! I appreciated their direct approach and straightforwardness, which built trust from the beginning. I would work with them in a heartbeat if needed in the future! Simply the best!"
"Tiffany Ma helped me settle a wrongful termination dispute that included additional months of medical benefits, a non disclosure agreement so to not affect future job references, and a lump settlement payment. She is very thorough and easy to work with."
"I called around to different firms and was surprised by the apathy! It was like they were going to take my money and then maybe help me. On speaking with Tiffany I immediately set up an appointment. Tiffany is on your side 100%. She is very responsive and provides a lot of realistic guidance. If you want someone to put on the boxing gloves for you, then you need Tiffany!"
"Experienced professionals that have the patience and knowledge to assist you. Should you need guidance or representation, choose Young & Ma. Very helpful and friendly. I'd highly recommend them."
"I'm impressed with their swiftness in responding to my issue, handling a delicate situation, and delivering a positive outcome for me. I recommend them highly."
"Tiffany Ma is a powerhouse: not only does she possess encyclopedic knowledge of all aspects of employment law, she is a fierce and tireless advocate for her clients. Tiffany's firm handled a recent employment discrimination case and settlement for me through arbitration and everything went exactly as she predicted: time frame, expected settlement amount, anticipated objections and maneuvers by opposing counsel and company. Her strategic acumen in how to address all aspects of my case were spot on and coupled with ability to execute on all aspects (filings, calls, negotiations). Her work ethic is unparalleled and I never wondered where I stood with the case due to her excellent communications skills with me, opposing counsel and mediators. In fact, Tiffany ran rings around opposing counsel in terms of timeliness, preparation, accuracy, and communications … I had a tireless and brilliant advocate to get me through a very difficult employment and health situation and I can honestly say I would not be where I am today without her representation."
"My colleague Tiffany Ma, Esq. is an outstanding labor law attorney. Every client I referred to her, she did very serious and valuable work for. Many of her clients receive big settlement from their former employers who discriminated against them unfairly in the course of their work. I highly recommend Tiffany Ma for labor law and employment law issues."
"Tiffany Ma was referred to me by a lawyer friend, who knows her and her work very well. He thought that my case was weak but felt that if anyone could get a positive result, it would be Tiffany Ma and was he ever right. From the moment, I talked to her, I was impressed by her level of knowledge and her ability to assess the situation in a positive and understandable way. I had been terminated from a job and there was defintiely age discrimination and discrimination based on my ethnicity. Additionally, Tiffany was very direct and asked the appropriate questions and made me feel comfortable and pleased that I may finally have someone who would give me a voice. Working in the industry in which I worked, discrimination is pervasive especially if one is a woman and over 50. With a little digging and some additional information, Tiffany was also, able to discern that not only had I been treated in an inappropriate and illegal way but I had commissions and wages owed to me. Tiffany has an incredible work ethic and amazing negotiating skills. When even the mediator said that my former boss was difficult, Tiffany stood her ground and didn't give an inch. She not only won the case for me, she made me feel validated. The monetary settlement far exceeded my expectations. She's a winner all the way! I would recommend her in a New York minute. There are not enough accolades to bestow on her that would be enough."
"I was referred to Tiffany through a friend who knew of her/her firm and I am forever indebted for the work she did for me. From the moment I reached out, she was incredible — very responsive and incredibly patient, understanding and detailed. She took over an hour with me on our initial call to learn about my situation and circumstance and then took the time to learn all the details of my case with such care and efficiency. From there, she was always very honest and so professional when dealing with my case and former employer. Not to mention, she is a powerhouse! She is well known in the industry, knows the players and the game. She honestly and earnestly cares for her clients and it shows in her outcomes for them. I could not thank Tiffany enough for all the dedication and hard work she poured into my case! I would HIGHLY RECOMMEND her!!!"
"I will be forever grateful for Tiffany Ma and her legal services. Thanks to Tiffany, I was able to successfully resolve and move forward from a traumatic and hellish employment case. Tiffany was right by my side every step of the way, providing me constant support via phone, text and email around the clock. Her guidance and expertise gave me confidence in pursuing my case and I couldn't have asked for a better outcome. I highly recommend Tiffany Ma and cannot speak highly enough on my experience in working with her. Thank you for helping me find justice and peace of mind!"
"Please let me start off by personally recommending Tiffany Ma. She's well-known in the industry and puts herself out there because she genuinely loves the game and cares for her clients. I've been where you are months ago and I know that feeling of raising hope and preparing for uncertainty. Tiffany got me very favorable results thru some very challenging times. I'm glad I wasn't alone. Good luck."
"You are amazing!!! There is a reason why you come highly recommended, thank you :)"
"Tiffany Ma of Young and Ma comes highly recommended for a host of Factors and she is my 'go to' referral lawyer in the areas of employment law and employment discrimination. Coming from diverse legal background that has run the gamut from White Shoe law firms to Boutique client centered practices she brings a large firm mentality, polish and sense of professionalism to the cases for which her firm is retained and at the same time provides the personalized attention that a boutique practice offers. Her knowledge of the law in her area of practice is exceptional as is her devotion to preparation, legal research and presentation. In short, upon hiring Ms. Ma's firm you are placing yourself in highly capable and experienced hands!"
"This was my first time going to Tiffany and I surely would go to her if ever another issue came up. She is extremely knowledgeable and very professional. I never had to wait for a response; she always kept me in the loop and always made herself available."
"You are an incredible lawyer. I am very lucky to be your colleague and friend. This is an outstanding result."
-Co-counsel
"I wanted to express my gratitude for guiding me through a process that was highly stressful, emotionally and mentally challenging, especially trying as a new mom. The ordeal was beyond anything I thought I would have to go through. You were not only there to advocate for me legally, but any settlement from them is a moral vindication too. This may sound rhetorical, but when do you sleep?! You are always there, quick to respond; answering my questions, addressing concerns promptly at all hours. Even though we've never met, after 3 months of correspondence, I feel like I know you, at least confident in your professionalism! Thank you again!"
"The most caring and professional lawyer out there! Best experience, best lawyer. She is extremely knowledgeable and very professional. I never had to wait more than 24 hours to get her response. She always made herself available, always responding to me via email or telephone and walked me through the process of what to expect. I trusted her 100% on my case and she actually won the motion. I would definitely recommend her to anyone. Thank you, Tiffany!"
"Tiffany is very smart, knows labor law very well and is battled tested. She is ball of energy and a force to be reckoned with. She learned a lot of her skills working for large corporations and is now protecting the little guy. Guided me through some difficult times and helped me successfully resolve the issues."
"Tiffany is an excellent attorney. She is extremely knowledgeable in the areas of labor and employment law and is extremely thorough, but clear, when explaining complex issues to clients. We have worked together on several matters and I receive nothing but compliments about her work. She is an asset to our firm."
"I have talked to several lawyers so far, and you have been by far the most helpful. Your attention to detail and the amount of care you put into your work is really outstanding."
-Potential client
"I had the opportunity to work with Tiffany on a tough case. Tiffany is very competent and experienced in her area of practice. She showed lots of empathy in my situation and gave me lots of great advices and insights. Her service fee is also very reasonable given her level. Tiffany truly has genuine interests in her clients, I would strongly recommend her to my friends for employment related cases."
"Thank you very much for your effort. Both my wife and I were deeply impressed by your expertise and efficiency. We are grateful that [attorney] referred you to us and you represented my case."
-Foreign national client
"Tiffany is my go to lawyer for employment related matters. I've referred friends to her, and she's taken the time to discuss their cases with them prior to being retained. She was recently retained by a friend of mine and handled her case phenomenally and secured a generous severance package for her. Her knowledge of employment litigation is unmatched by anyone I know."
-Referral source
"Thanks for the relentless efforts over weekends and working around the clock."
"Thanks, Tiffany, for your courtesy and professionalism throughout this process. I'm glad we were able to help the parties come to a mutually acceptable resolution. It was a pleasure working with you as well."
-Opposing counsel, international law firm
"This Thanksgiving I am thankful for you. :)"
"I told this client before you do anything, call Tiffany. If you have a case, she will tell you. If you don't have a case, she'll tell you. If you have something in between, she'll tell you."
"Thank you, amazingly helpful advice as always. Will keep you posted on the response from [company] on the redline and will be in touch soon."
"Thank you. I do appreciate everything you have done & are doing. I am extremely confident in your work. You saw the bigger things where I was focusing on the little things. It's just very clear they don't want me there. Before you, I would cry, get sick to my stomach, be scared to look at my emails, hyperventilate when my supervisor is telling me I am wrong entering in my time. Since you, I am more confident that it's not me, it's them. I always worked my ass off for that company. It is degrading the things I have to do meanwhile everyone else on the project don't have to do what they are making me do. And to boot I am doing more work then a paralegal in any staff counsel office and I am at the same grade as a brand new paralegal. And everyone else on the project got to keep their grade. I am still nervous going to work but since I have you as my attorney I am not getting sick anymore and smile more. So I think everything is going to work out really great. I am confident in your work. So thank you."
"Tiffany is an exceptional attorney who is extremely professional and has an eye for details. I retained her recently in a matter involving severance and was very pleased with the outcome. To put it simply, anyone in need of legal assistance involving employment law could not be in better hands."
"Tiffany Ma is an excellent attorney, and I highly recommend her to anyone who is seeking out legal representation for a labor or employment issue. Not only is Tiffany sharp, extremely knowledgeable and compassionate, she is also deeply committed to resolving her clients' cases in the most just and honorable way possible. She passionately and assertively stands up for the rights of her clients—and I felt incredibly secure knowing that I was in her competent hands. Tiffany took my case very seriously and did her best to expedite the resolution, with the best possible outcome. She also provided updates on a regular basis so that I was up to speed on all facets of the case. Overall, she was a pleasure to work with and I am still thankful for the expert help that she provided in my time of need."
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text:
Concord Monitor Editorial: The troubled journey to death row
New Hampshire's law sanctioning capital punishment got a stay of execution in April when the state Senate split 12-12 on a repeal bill Gov. Maggie Hassan said she would sign. New Hampshire is the only New England state to impose the death penalty. The campaign to abolish it will continue, and the outcome could depend on the results of the November election. Every candidate should be expected to make his or her position on capital punishment clear.
Some people oppose the death penalty for moral or religious reasons, others because, despite attempts to impose the ultimate penalty equitably and impartially, humans are fallible. Life and death mistakes are made. The system isn't fair and thus, in our view, is not constitutional.
Once a month, on average, an inmate on death row is exonerated, typically by DNA evidence or a reconsideration of a case that was less than expertly handled. That has been going on for nearly 15 years. Since 2000, 317 people sentenced to death have be exonerated; two thirds of them have been African Americans. Meanwhile, many people who were killed in society's name, even under existing laws, should not have been.
Researchers, two of whom were law professors, took a hard look at the backgrounds of 100 people executed in 2012 and 2013. Their results were published recently in the Hastings Law Journal. For the most part, those put to death were not the nation's most heinous criminals. It's questionable whether some of them, given recent Supreme Court rulings, could truly be considered responsible for their actions to an extent that justified executing them for their crime.
The study found that 54 of the 100 executed offenders had been diagnosed with or displayed symptoms of a severe mental illness, including severe drug addiction that began as early as age 8. Six of the executed had schizophrenia; nine suffered post-traumatic stress; and three had bipolar disorder. Shockingly, nearly 90 percent of those executed showed some degree of intellectual impairment, had not turned 21 before their crime was committed or suffered severe childhood trauma.
New Hampshire, which hasn't executed anyone since 1939, has one inmate on death row: Michael Addison, a black man who in 2006, at age 28, killed Michael Briggs, a young, white Manchester police officer with a wife and two young children.
Addison's traumatic childhood came up during his 2008 trial. His mother, who was 15 when he was born, drank while pregnant with him and was a violent alcoholic who physically abused Addison. His father was a largely absent drug addict. As a boy, Addison was disruptive in school and placed in special education classes.
Expert witnesses at his trial disagreed about the extent of Addison's childhood trauma, his intellectual capacity and whether he suffered from fetal alcohol syndrome. Prosecutors argued that Addison did not suffer from the syndrome and was of average intelligence, but agreed that he did exhibit the symptoms of someone with an antisocial personality.
Jurors weren't convinced that Addison's troubled childhood offered them reason enough to sentence him to life without parole rather than death. We don't know whether they were right or wrong about that, but we do believe that like the majority of those put to death in 2012 or 2013, he has factors in his background and makeup that call into question whether he has a normal person's ability to exercise sound judgment and control his impulses.
If the majority of people executed by the judicial system have what court's call diminished culpability because they suffer an intellectual disability, the system is unjust. The study published in the Hastings Law Journal is yet more proof that capital punishment can't be administered fairly and thus shouldn't be employed at all.
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