Hot Employment Topics

Read the latest 2010 Employment topics below that may affect you. A local Disability Discrimination Lawyer from our site search is ready to help. Get solutions today from our Disability Discrimination Lawyer search!

Age Discrimination
Companies and organizations cannot discriminate in the acts of hiring, promotion, compensation, privileges of employment, conditions of employer, or discharge based on the age of an employee or an applicant for employment.

Sexual Harassment
Sexual Harassment can be defined as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature with specific intended outcomes.

Unemployment Compensation
Unemployment compensation is designed to assist those employees that lose their jobs through no fault of their own.

Overtime Law
Employees that work beyond eight hours on any given workday or employees that work more than six days in a workweek should be compensated for their overtime.

Pregnancy Discrimination
Pregnant women should be allowed to continue working in their current employment as long as they are able to complete all job related tasks.

Disability Discrimination
When an employer treats an employee unfavorably due to his or her disability, the employer may be held liable for disability discrimination.

Wrongful Termination
A wrongful termination occurs when an employer violated state laws, public policy, or constitutional provisions when discharging and employee.

Severance Pay
Severance pay is a contractual agreement negotiated between the employer and the discharged employee that entitles the employee to certain benefits or considerations.

Religious Discrimination
Federal laws such as Title VII of the federal Civil Rights Act as well as state laws protect employees from unfair treatment or harassment in the workplace based on their religious beliefs.

Racial Discrimination
It is a violation of the law for an employer to discriminate against an employee or applicant for employment because of their race or color.


Employment Law: Disability Discrimination Attorneys

Disability Discrimination

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When an employer treats an employee unfavorably due to his or her disability, the employer may be held liable for disability discrimination. The Americans with Disabilities Act and the Rehabilitation Act provide protections for employees suffering from a disability as well as those that have a history of a disability, either physical or mental. Employers are prohibited by law from discriminating against disabled individuals in regard to hiring, firing, pay, promotions, training, job assignments, benefits, and layoff. It is also against the law for an employer to base the terms and conditions of an individual's employment on the individual's disability. Any offensive remarks about the employee's disability or any other forms of harassment are a violation of the employee's rights. Disabled individuals that have been the victim of discrimination need the help of experienced and skilled disability discrimination lawyers.

If you believe you have been subjected to disability discrimination? Contact an Disability Discrimination Attorney Today ! Get professional help, consult with a local experienced Disability Discrimination Lawyer to discuss your case. The sooner, the better.


Understanding the Definition of Disability

Simply because an individual has a medical condition, they are not automatically protected by disability laws. In order to be protected under disability laws, the individual must be qualified for the job in question and suffer from a legally defined disability. There are three ways in which individuals can demonstrate they suffer from a disability. These three ways include:

  • Demonstrating a physical or mental impairment that significantly limits essential, daily life activities such as seeing, hearing, talking, and walking

  • Providing evidence of a history of a disability. For example, individuals with cancer this is in remission have a history of a disability that will be evidenced by their medical records.

  • Having a minor mental or physical condition that is expected to last less than six months

When employees can show that they do in fact suffer from a disability, they will be protected by established disability laws. Disabled employees that have been subjected to disability discrimination in any way will benefit from the legal counsel and guidance of knowledgeable disability discrimination attorneys.


Reasonable Accommodation Requirements

One way in which disabled employees are discriminated against is when employers fail to provide the employee with reasonable accommodations. In accordance with EEOC guidelines, employers are required to make a reasonable effort to provide qualified employees with the reasonable accommodations they request. For example, if a disabled employee is unable to perform the tasks required in their current position, a reasonable accommodation could include reassigning the employee to a vacant position in which the employee will be able to perform essential job functions. Disability discrimination law firms can aid disabled employees in determined what constitutes reasonable accommodations and ensuring these reasonable accommodations are fulfilled by their employer.


Filing a Disability Discrimination Claim

Employees that have been the victim of disability discrimination have 180 days from the time of the alleged act to file their claim with the EEOC. Disability discrimination law can be quite complex and complicated, and for this reason it is highly recommended that disabled individuals retain the services of disability discrimination attorneys. Attorneys employed by disability discrimination law firms will endeavor to recover any economic losses to which the employee may be entitled. Disability discrimination lawyers may also seek compensation for things such as emotional trauma, physical suffering, and punitive damages. These attorneys will make the disabled employee's best interests their top priority and will make certain the employee receives the money they deserve.


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