No. Refusing to hire someone because of a past discrimination lawsuit is unlawful.
Yes. Discrimination lawsuits may be filed when you are denied a raise, promotion, or other privileges due to race, sex, disability, and other protected characteristics. You may also be working in a hostile work environment.
It is illegal to retaliate against an employee for making a good faith complaint about wrongdoing, such as a dangerous condition, fraud, discrimination in the workplace. However, this is a complex area. This is why it is important to have the help of a lawyer on your side.
There are a many ways to prove discrimination against an employer. Direct evidence of discriminatory comments made by a supervisor or other employees about an individual’s race, sex, national origin, or religion is the obvious one. Disparate treatment- treating other employees differently is another. We often rely on complex statistical analysis to help. But not all forms of discrimination are easily proven. Zeff Law Firm uses all of the legal tools available to help.
Yes, as long as the advance was unwelcomed by you. If you submitted to the relationship because you were afraid of losing your job or certain benefits, you may still have a case. Our attorneys can explain how the law pertains to your situation.
Yes. As long as the person is significantly younger than the employee he or she is replacing, there may be a case.
A wide variety of disabilities are covered under the Americans with Disabilities Act (ADA) including but not limited to physical limitations, psychological diagnosis, and chemical dependencies. Even if you are treated differently due to illness temporarily disability, you may be “regarded as” disabled and could be protected. If you believe you have been discriminated against because of a disability, notify your supervisor or human resources department. If you have a problem, you may want to seek the advice of an attorney.
Yes, so long as it does not present undue hardship. Employers are required to engage in an interactive process to determine if certain accommodations are reasonable.
To qualify for FMLA leave, employees must:
You may take leave when you, a spouse, child, or parent has a serious health condition. FMLA leave may also be taken for the birth of a child or during the placement of a child for adoption or foster care.
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