Affiliate: Planned Parenthood of Greater New York
covers many centers in and near New York City.
Locations: 3. Covered here: 3.
The Manhattan center has closed. It had substantial problems; see our page on Closed Centers; we located 15 malpractice suits,there were 234 calls to 911 between 2010 and March 2019, and a couple more complaints involving racism.
State inspections find many health violations, but the documents don’t specify which clinics. This is why none are listed below.
Patients who feel a need to file a complaint:
New York State Department of Health – Complaints about Care
For a pdf report on the state that can be posted online, sent by email attachment, or printed in whole or with specific pages:
New York State Report Online PDF (56 pages)
Entire Affiliate
General Open Letter
From current and former staffers of Planned Parenthood of Greater New York
June 18, 2020
Excerpt:
Racism and Weaponizing of the Work of Diversity, Equity and Inclusion Against Staff
Planned Parenthood was founded by a racist, white woman. That is a part of history that cannot be changed . . . After years of complaints from staff about issues of systemic racism, pay inequity, and lack of upward mobility for Black staff, highly-paid consultants were brought in three separate times to assess the situation. Each time, employees of color were brutally honest about their experiences, but nothing changed . . .
Decimation of Institutional Knowledge Due to Unprecedented Rates of Staff Turnover
McQuade’s time at PPGNY has been defined by constant staff departures. Under her leadership, 23 members of senior staff have quit or been forced out. Many of these colleagues had 10-20+ years of experience with our affiliate. Others were people hired by McQuade directly to newly created positions who left mere months into their roles. This high amount of turnover has had a destabilizing effect on the organization. The loss of institutional knowledge is so profound as to be detrimental to every aspect of the organization . . .
Supplemental Open Letter: On Equity
June 18, 2020
We write this — as a group of both current and former BIPOC (Black, Indigenous, People of Color) employees of Planned Parenthood of Greater New York — to expand on the issues of racism and anti-Blackness in our workplace mentioned in our general open letter to the PPGNY Board . . .
PPGNY, under the leadership of CEO Laura McQuade, has effectively gaslit and silenced their marginalized staff thus creating a toxic work environment. While we stand together as people of color, we also stand firm in our commitment to acknowledge that anti-Blackness is a critical and specific fulcrum of white supremacy.
The PPGNY Senior Leadership team, despite the visual appearance of diversity, has repeatedly weaponized the language of diversity, equity, and inclusion. Rather than using their true definitions, senior leaders and upper management have used these terms to manipulate and silence those with differing opinions and perspectives. They have leveraged identity politics by putting Black and other people of color in positions of leadership who actively participate in harming Black staff and other staff members of color below them.
At this point, PPGNY’s attempts to present itself as a diverse workplace have been carefully orchestrated and superficial at best. PPGNY repeatedly tokenizes their Chief Equity and Learning Officer, a Woman of Color who is not of African descent, as the “voice” for BIPOC staff. The decision to hire a non-Black person in this role exemplifies the ways in which white-led organizations use non-Black people as a buffer to actually confront and uproot anti-Blackness within organizations . . .
The class tensions are made clearer when the BIPOC leadership were also complicit in the decisions to furlough/terminate 28% of staff. This included the closing of health centers in the Bronx and Queens, as those areas were being devastated by COVID-19. Additionally furloughed staff, many of which are BIPOC women, remain unclear when they will be called back to work and left with no official information regarding when their health insurance will be terminated.
With multiple attempts by the BIPOC staff to bring these concerns to our supervisors, we continue to be invalidated and marginalized. White and non-Black employees are still given more pay and more advancement opportunities than their Black colleagues. Blanket statements are used to overshadow our grievances, while only exacerbating the problem. Black staff are further disheartened when our white and non-Black colleagues use their privilege to amplify our concerns, and find they, too, are challenged and manipulated into silence.
Article from The New Republic:
A
Worker Uprising at Planned Parenthood
Excerpt:
As Covid-19 hit New York, staff at a number of Planned Parenthood health centers found themselves facing two crises at once: keeping health services going and keeping their jobs. As some health centers closed temporarily and shifted to telehealth services, staff also saw their hours cut or positions furloughed. To hear workers describe it, this was not entirely unforeseen. For more than a year, they had pressed management to improve conditions for staff, particularly for Black workers, and for the patients they care for. Some on staff have now decided to take their demands public, “inspired and emboldened by national movements led by Black people holding organizations and institutions accountable and working to dismantle systems of oppression and white supremacy.”
Article from Jezebel:
by Esther Wang, June 24, 2020
Excerpt:
But Adams pinned most of the blame on McQuade, who instituted what she described as a toxic “mean girl” culture and an environment suffused with “covert racism.”
On Tuesday, the board of Planned Parenthood Greater New York announced that they had “parted ways” with McQuade . . . Staff concerns against McQuade included accusations of racism and bullying, as well as charges that she had instituted a revenue-driven, assembly-line approach to PPGNY clinics–one that put patients, and in particular Black and other patients of color, at potential risk.
Article from 1199 Magazine (SEIU union):
As Contract Fight Drags On, Planned Parenthood Workers Say Enough is Enough
February 22, 2021
Excerpt:
Frustrated 1199ers at four New York City clinics run by Planned Parenthood of Greater New York (PPGNY) held informational pickets Jan. 7 to demand that management stop dragging their feet and settle a fair contract now.
Workers voted unanimously in August 2019 to join 1199SEIU. And PPGNY’s stalling around a contract settlement commenced almost immediately. More recently, PPGNY telegraphed its intransigence by hiring an HR director straight from a union-busting law firm. And as New York City’s second wave of COVID-19 hit its peak, PPGNY proposed givebacks on workers’ healthcare coverage.
Cruz
Court Document:
NY New York Cruz Complaint 12.18.23
Extract:
PRELIMINARY STATEMENT
1. In August 2020, Planned Parenthood hired . . . Cruz, an Afro-Latina woman as a Senior Video Producer. Cruz was renowned for her joyous and uplifting portrayals of communities of color, and she was excited to lend her talents to the reproductive justice movement. Unfortunately, Cruz immediately learned that Planned Parenthood expected her to perform menial work well below her pedigree and complete excruciating hours for days on end
with no break and no overtime pay. Even worse, Planned Parenthood openly tokenized Cruz by forcing her to translate Spanish content (a task that had nothing to do with her job description) and to attend meetings about Latino Heritage Month projects in which she had no involvement. In addition, Planned Parenthood required Cruz attend regular performative “retreats” about race,
wherein it expected she educate her white colleagues about life as a brown person.
2. Cruz complained repeatedly to Human Resources about this tokenism, the under resourcing of Black observances, the uncomfortable and racist “retreats,” and the degrading expectation that she work herself to the bone performing tedious tasks beneath her abilities. Cruz also advocated for diversity in hiring, criticizing Planned Parenthood’s tendency to hire its executives’ white friends over deserving contractors and staff of color. Cruz felt more and more desperate as she came to realize that not a single person at the organization cared about these issues of equity. Eventually, her doctor insisted that she go on medical leave for the sake of her mental health, during which she realized that she could not conceivably return.
3. Throughout her tenure, Cruz faced well-documented and chronically unremedied patterns of racism at Planned Parenthood. She had hostile, racist supervisors about whom many others had complained. Her white supervisors repeatedly overlooked her, overworked her, over scrutinized her, tokenized her, interrupted her, dismissed her, and belittled her. Nevertheless, Cruz strongly believed in Planned Parenthood’s mission and sought to advance its work in the
face of these obstacles. She maintained her composure and persevered; she did everything right. Instead of rewarding her efforts, Planned Parenthood punished her for refusing to remain silent.
Joyner
Court Documents:
NY New York City Joyner 2006 Complaint
NY New York City Joyner Decision on Discovery 06.08.07
Excerpt from Complaint:
6. Prior to working for PPFA, Ms. Joyner had enjoyed a distinguished 30 year career in the nonprofit Sector . . .
9. After a series of conversations and interviews . . . Ms. Joyner was hired as Vice President of Diversity in June 2004 . . .
17. In the fall of 2004, the Diversity Department worked in collaboration with the Human Resources Department to address alarming findings on the Great Places to Work (“GPTW”) Trust Index Survey.
18. The survey revealed that Black and Hispanic staff gave substantially lower ratings than white staff on the survey item, “People here are treated fairly regardless of their race ” . . . In October of 2004, the HR Department conducted a, “comprehensive statistical analysis to further explore these issues and determine whether there are any significant trends in salaries of PPFA staff based on demographic variables” (“Vickberg Report”) . . .
19. . . . The study found that there are, “disparities in pay,” related to race and ethnicity. The report stated that Staff of Color are paid an average of $7,000 less than White staff, even when controlling for other factors such BS age, tenure, gender and job category or salary grade.
21. In particular, Hispanic staff, and to a lesser degree, Black staff, appear to be underpaid. After controlling for all other factors, Hispanic Staff are paid an average of $9,000-$12,000 less than White Staff . . .
23. In the last week of November 2004, Mr. Stokes’ office scheduled a meeting to discuss the report with Ms. Bunch, Ms. Vickberg, and Ms. Joyner, though when the meeting began Ms. Vickberg, the principal author of the report, was asked to wait outside. Ms. Bunch, Ms. Vickberg’s boss, then reported that Beth Otten, General Counsel for PPFA, had asked her to inform the group that the study done by Vickberg was, “not commissioned,” that the findings were, “questionable,” and that all copies of the report that had been prepared and distributed by Vickberg and Bunch should be taken back and given to Otten . . .
28. Ms. Joyner and Mr. Stokes stated that an important potential problem existed and it looked as if the results of the report were being swept under the rug . . .
30. Approximately a month later, the African American Senior Vice Presidents and George Stokes, the Chief Operating Officer, who reviewed and possessed the Vickberg Report received a letter from PPFA’s agents which admonished all persons with knowledge of the study from speaking about it in any context, thereby imposing a “gag” on Joyner and the other senior team members.
31, The letter also demanded that the Vickberg Report be returned or otherwise, “destroyed.”
32, Less than one month after receipt of the “gag” letter, George Stokes was relieved of his duties at PPFA and was replaced by Doug Jackson, a white man . . .
36. Over the course of the next year, Ms. Joyner complained routinely and consistently about PPFA’s failure to follow up on evidence of race and ethnic discrimination in pay, outlined in the Vickberg Report.
37. Consequently, she was subjected to a campaign of harassment, isolation and stereotyping by interim senior staff and subjected to hostile opposition to her fulfilling her role as Vice President of Diversity . . .
41. At the meeting, Ms. Joyner learned that the meeting had been called . . . to advise the group that a new compensation study had been done . . .
42. Ms. Otten stated that the new study found no inequity in pay . . . Ms. Otten handed out a letter from Welch Consulting firm that gave no particular data or information on the salary structure at PPFA, other than that the study had used, “the methodologies appropriate in the industry,” and no disparities existed . . .
47. Ms. Joyner also stated to the group and Ms. Otten that she had been waiting for some organizational response to the Vickberg findings for more than a year and noted that it was odd that she, the head of the Diversity Department, had only then learned of the study for the first time.
48. . . . Ms. Joyner asked Beth Otten if she could read a copy of the new study report. Ms. Otten sent an email rejecting this request, citing confidentiality concerns.
49. Within one week, Ms. Joyner was called into a meeting . . . and was given a choice of either resigning or being discharged.
50. Indeed, at the time of Ms. Joyner’s termination, all senior managers and mid-level professional staff who had proprietary information about the findings of salary disparities impacting racial and ethnic minorities in the national organization had lost their positions through terminations and/or forced resignations.
Mitchell
Court Complaint:
NY New York City Mitchell 2023 Complaint
Excerpt:
. . . the reality is that Planned Parenthood continues to be run by people who are openly hostile to racial minorities, the disabled, older workers and those who complain about discriminatory practices. Proof of this reality lies in the lawsuit filed by . . . Moore, who on October 19, 2022 . . . alleged that Planned Parenthood continued to discriminate against African American employees . . .
Now , [defendant], the Chief Operational Officer and highest ranking African American male in Planned Parenthood of Greater New York’s history, is filing this lawsuit alleging that he too has been victimized by race, gender, age and disability in violation of Federal State, and New York City laws. This lawsuit is meant to shine a light on the discriminatory and retaliatory employment practices that permeate the organization and bring justice to Mr. Mitchell for the unrelenting discriminatory practices he had and continues to endure.
Anti-Semitism
Gamza – Machado de Souza
Court Document:
NY New York Gamza Complaint 06.24.21
Extract:
7. Plaintiff is a Jewish female resident of the State of New Jersey . . .
11. Around October 1, 2019, Planned Parenthood hired Plaintiff as the Senior Brand Marketing Director within their Communications & Culture Department . . .
14. In response, Defendant Moreno told Plaintiff that she “DOES NOT WANT AN OLD JEWISH WOMAN RUNNING A MULTICULTURAL DEPARTMENT.” Defendant Moreno also told Plaintiff that she would like to have . . . [Jewish] Senior Director of Arts & Entertainment Engagement Spruch fired or forced to quit . . .
42. Around September 21, 2020, Defendant Planned Parenthood held an all staff meeting, despite the fact that many Jewish employees had taken the day off due to the Jewish New Year.
43. Around October 20, 2020, Plaintiff emailed Defendant Walker an updated proposed charter in addition to concerns she had regarding “ANTISEMITISM/MICRO-AGRESSIONS TOWARDS JEWISH FOLKS AT PPFA” based on a conversation she and Defendant Planned Parenthood’s Manager of the Office of the President Squires had with several Jewish employees that had previously expressed their concerns regarding anti-Semitism at Planned Parenthood.
48. Around November 30, 2020 . . . Defendant Planned Parenthood terminated Plaintiff claiming that they were moving in a different direction. However, a few weeks later, Plaintiff noticed Defendant Planned Parenthood had posted an opening online for a job position with the exact same title and duties.
49. Ultimately, Defendant Planned Parenthood unlawfully terminated Plaintiff due to race and religious discrimination, and because they refused to address or take any type of corrective action in response to Plaintiff’s repeated complaints of unlawful race and religious discrimination . . .
51. As a result of Defendants’ actions, Plaintiff felt extremely humiliated, degraded, victimized, embarrassed, and emotionally distressed.
Letter from HHS/OCR responding to complaint NY New York City
Botched Care and Tired Staff: Planned Parenthood in Crisis
by Katie Benner, February 15, 2025
Planned Parenthood of Greater New York expects clinics to see more than four patients an hour, and for appointments to last about 10 minutes, according to an email sent by management to clinic staff obtained by The Times. The appointment times, set by Planned Parenthood Federation of America, are in line with a trend in health care, widely unpopular with both patients and doctors, to keep primary care visits to about 15 minutes.
But clinic staff members said that they need more than 10 to 15 minutes to provide compassionate care. Many patients have literacy and language barriers, or wrestle with social ills like housing insecurity, abuse and poverty. In New York City, employees said, patients often spend up to three hours in the waiting room for a non-abortion visit.
Epstein Files – FBI Entry
FBI Report of Interviews 01.13.21, Page 5
The interview took place in New York City. The location of the Planned Parenthood center is not given. Several victims are mentioned.
Excerpt:
[Redacted] called the office to talk to LESLEY, saying she needed to speak to EPSTEIN as soon as possible because she needed money to get an abortion. [Redacted] said the procedure would cost her $400. LESLEY was able to get EPSTEIN on the phone right away and EPSTEIN gave [redacted] $1000 in an envelope. [Redacted] then went to Planned Parenthood . . .
[Redacted] was supposed to go to school in 9th grade but with her mother passing away and her family not around, she could not focus. With “selling her body to an older man” . . .
Legal Note: New York, along with most states, has mandatory reporting of child sex abuse by health professionals, to allow for government interventions to stop the abuse. There is no indication the reporting occurred here.
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Bronx
These chains of Community Health Centers have lists of centers which might be good alternatives:
Bronx Community Health Network
The Bronx center is in a multi-story building with other medical offices. While the Fire Department spreadsheet has many ambulance calls to this address, we have no way of knowing whether they went to Planned Parenthood or to a different office, so they’re not included here.
Green
Court Document:
New York Bronx Green Malpractice Complaint 2006
Full Court Decision on Motion for Summary Judgment, Filed On – 2/6/2008
Motion by defendants for summary judgment dismissing plaintiff’s claims is DENIED in all respects. Plaintiff alleges several departures from accepted medical practice in this malpractice action, including: failure to properly diagnose ectopic pregnancy, based on a sonogram and other factors; failure to hospitalize plaintiff for immediate care; failure to warn or advise plaintiff of the likelihood that she may have an ectopic pregnancy; and failure to treat the ectopic pregnancy at an early enough point so as to have the option of saving plaintiff’s fallopian tube. Movants submit an expert’s affidavit contending that no malpractice occurred. However, plaintiff responds with an affidavit by her own expert, describing the above alleged departures, and claiming that they constitute malpractice. In movants’ reply, they claim that plaintiffs’ expert report is conclusory and fails to state the facts on which its claims are based. This latter claim by movants is untrue. While the affidavit of plaintiff’s expert arguably could be more expansive, it is not by any means conclusory. The conclusions reached as to the departures claimed are explained and supported. In a “duel of experts,” this Court will not choose between them, as this is not the function of a summary judgment motion. There is a factual dispute as to whether plaintiff was told of the possibility of ectopic pregnancy, with plaintiff denying same. Movants also cannot elicit summary judgment by blaming plaintiff for failure to show up for a follow-up test at movants’ facility, because, if (as she claims) she was not informed of the dangers of ectopic pregnancy, she may not have realized the urgency of returning for follow-up. Nothing in the later hospital record shows her to have been personally aware of facing ectopic pregnancy. Also, the basis set forth for plaintiff’s claims that the sonogram was mis-read is neither more nor less detailed than the argument set forth by movants’ expert defending the reading of such sonogram. Finally, movants’ argument that plaintiff would likely have lost the Fallopian tube in any event is sufficiently countered by plaintiff’s expert, who opines that plaintiff, if timely treated (i.e. before the rupture), might have been offered a more “conservative” choice. Under the circumstances, the affidavit of plaintiff’s expert is sufficient, and the cases set forth by movants are inapposite, referring as they do to instances of opposing papers which are less probative. This constitutes the Decision and Order of this Court.
Hernandez
Court Document:
NY Bronx Hernandez 2022 Malpractice Complaint
Excerpt:
- During her first visit to Planned Parenthood, Plaintiff complained of abnormal bleeding and pain as a result of her pregnancy.
- Upon administering care, and performing an ultrasound, Defendants recognized that Plaintiff did not currently have a normal intra-uterine pregnancy . . . As Defendants even noted in their medical records, and told Plaintiff, there was a possibility that she was having an ectopic pregnancy . . .
- Yet . . . Defendants did not perform any further testing to confirm in order to provide the proper treatment. Instead, Defendants simply sent Plaintiff home . . .
- After Defendants failure to provide adequate medical care, Plaintiff began experiencing even more severe pain and bleeding, causing her to re-visit Defendants’ office within two days and multiple more times over the following two weeks. Each time, Plaintiff inquired with Lake about whether she should go to the hospital. And, each time, Lake told her “no, she did not need to at this time.”
- Finally, after over two weeks of severe pain and multiple visits to Defendants’ office, another one of Defendant’s employees called Plaintiff and told her that she should go to the hospital.
- Accordingly, Plaintiff immediately went to the hospital, Stony Brook . . . After evaluating her, the doctors determined that one of Plaintiff’s fallopian tubes had already ruptured and she was experiencing internal bleeding. Given the potential risks of fatality, Plaintiff was rushed into emergency surgery. Thankfully, the doctors at Stony Brook were able to save her life but she permanently lost one of her fallopian tubes. This places Plaintiff’s plans of having more children in the future in jeopardy.
Mitchell
Court Document:
NY Bronx Mitchell 2014 Malpractice Complaint
Excerpt:
26. That by reason of the foregoing, the plaintiff . . . was severely injured and damaged, rendered sick, sore, lame and disabled, sustained severe nervous shock and mental anguish, great physical pain and emotional upset, some of which injuries are permanent in nature and duration, and plaintiff will be permanently caused to suffer pain, inconvenience and other effects of such injuries; plaintiff incurred and in the future will necessarily incur further health care facility and/or medical expenses in an effort to be cured of said injuries; and plaintiff has suffered and in the future will necessarily suffer additional loss of time and earnings from employment . . .
32 . . . the defendant failed to inform the plaintiff as to the exact nature and extent of plaintiff’s condition and failed to inform the plaintiff as to the risks, complications, consequences and danger of the care . . . and further failed to inform the plaintiff as to the possible alternative methods of treatment applicable to the plaintiff’s condition.
33. That had the plaintiff known of the foregoing nature and extent of the conditions and risks . . . and had the plaintiff known of the possible alternate methods of treatment applicable to the plaintiff’s condition, the plaintiff would have chosen other necessary, required, and alternative methods of treatment so as to have avoided serious injury . . .
West
Court Document:
NY New York Bronx West Malpractice Complaint 10.09.19
Excerpt:
16. That commencing on or before 2015, and continuing thereafter, the plaintiff . . . had a mass in her right breast for which she sought medical attention from the defendants.
17. That commencing on or before 2015, and continuing thereafter, the plaintiff . . . had a mass in her right [check] breast for which she was not referred for a mammogram, ultrasound or to a breast specialist to evaluate.
18. That on or about 2018 , the plaintiff . . . was diagnosed with advanced stage IV breast cancer in her right breast.
19. That during the period of time that the plaintiff . . . was under the care of the defendants, the defendants failed to timely and properly diagnose her breast cancer utilizing available means at a time when the cancer could have been curable . . .
NY Bronx Google 1. Accessed 06.21.21.
NY Bronx Google 2. Accessed 06.21.21.
NY Bronx Google 3. Accessed 06.21.21.
NY Bronx Google 4. Accessed 06.21.21.
NY Bronx Google 5. Accessed 06.21.21.
NY Bronx Yelp 1
NY Bronx Yelp 2
NY Bronx Yelp 3
Brooklyn
Meese
Court Document:
NY Brooklyn Meese 2012 Malpractice Complaint
Excerpt:
10. That the defendants . . . undertook and agreed to render medical care to the Plaintiff . . . on or about January 7th, 2011 continuing through January 20th, 2012 and for other times prior and subsequent thereto.
11. The defendants . . . were negligent in the care rendered . . .
12. As a result of the foregoing, the plaintiff was rendered sick and disabled, suffered injuries, pain and mental anguish, was compelled to seek medical care, was forced to undergo additional medical procedures/treatment, incurred expenses and was permanently injured and disabled.
Indeed.com Planned Parenthood Employee Reviews for Brooklyn, NY
NY Brooklyn Indeed 1
NY Brooklyn Glass Door 1
Google reviews / Yelp reviews at this address under the name of “Planned Parenthood – Boro Hall Health Center.”
NY Brooklyn Google 1. Accessed 06.21.21.
NY Brooklyn Google 2. Accessed 06.21.21.
NY Brooklyn Google 3. Accessed 06.21.21.
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NY Brooklyn Google 9. Accessed 05.26.22.
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NY Brooklyn Google 11. Accessed 05.26.22.
NY Brooklyn Google 12. Accessed 05.26.22.
NY Brooklyn Google 13. Accessed 05.26.22.
NY Brooklyn Yelp 1
Queens
Taraskovic
Court Document:
NY Queens Tanaskovic 2020 Malpractice Complaint
Excerpt:
18. The above medical care . . . were caused by the carelessness and negligence, negligent acts and/or omissions, medical malpractice and surgical malpractice of Defendants . . . in performing a dilatation and curettage despite no uterine pregnancy being seen on ultrasound; in failing to schedule and perform follow up testing . . . in failing to assure proper follow-up knowing that there was questionable indication of intrauterine pregnancy; in failing to schedule and perform HCH level testing within 24-72 hours of the procedure; in failing to properly communicate; in failing to establish a differential diagnosis; in failing to establish a proper differential diagnosis; in failing to diagnose ectopic pregnancy; in failing to treat ectopic pregnancy . . .
Spreadsheets:
Spreadsheets were obtained from the Fire Department of New York, and indicate the date and time of the 911 call, a code for the initial report on what the problem was, etc. The FOIA request was made in mid-2019. Number of calls = 13.
Queens NY 21-41 45 RD PP Fire Dept NY spreadsheet for 2017
Queens NY 21-41 45 RD PP Fire Dept NY spreadsheet for 2018
Code Sheet for type of problem: NYC EMS incident dispatch – Code Sheet
Dates of Calls:
May 20, 2017
October 11, 2017
October 13, 2017
June 5, 2018
July 11, 2018
July 24, 2018
August 15, 2018
October 13, 2018
October 26, 2018
November 27, 2018
November 30, 2018
December 29, 2018
February 27, 2019
Indeed.com Planned Parenthood Employee Reviews for Queens, NY
NY Queens Indeed 1
NY Queens Google 1. Accessed 06.21.21.
NY Queens Google 2. Accessed 06.21.21.
NY Queens Google 3. Accessed 06.21.21.
NY Queens Google 4. Accessed 06.21.21.
NY Queens Google 5. Accessed 06.21.21.
NY Queens Google 6. Accessed 06.21.21.
NY Queens Google 7. Accessed 06.21.21.
NY Queens Google 8. Accessed 05.26.22.
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NY Queens Google 10. Accessed 05.26.22.
NY Queens Yelp 1
Unknown Center
Thompson
Court Document:
NY New York Thompson 2024 Pre-Action Petition
Excerpt:
On September 27, 2024, our paralegal . . . faxed a copy of our letter and executed authorization for release of the records to the medical records department at PLANNED PARENTHOOD . . .
On November 5, 2024, [the paralegal] followed up with the medical records department by leaving voicemail messages and a second request was faxed . . . [the paralegal] followed up with the respondent via telephone on numerous occasions, faxed and mailed a third and final request via express mail (FedEx) on November 19, 2024 . . . To date, the respondent has not responded to [the paralegal’s] messages or provided the medical records.