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You do not get to decide what "punishment" he receives. That's not your call. All you get to do is report it to the police. There is nothing in the law that entitles you to determine what happens to him.

The unemployment office takes it for granted that either of the parties might be lying. You want to tell the truth exactly as it happened; do not give in to the (understandable) temptation to bad-mouth the employer. A former poster here used to say that often the decision by the UI office is in...

There is a very small handful of states where, upon the employee's WRITTEN request and usually within a very short time window, the employer is required to provide a "service letter" which provides, among other things, the dates of employment and the reason for the termination. Arizona is not...

No, again not on the facts you have provided. Complaining that the manager isn't following policy isn't a right protected by law; therefore firing you for complaining about it is not illegal retaliation.

No, there is no such requirement in Arizona.

The fact remains that you do not have a right to a bail reduction.

And what makes you think the judge has an obligation to reduce your bail, strike or no strike?

Duane, what I would do at this stage is go to YOUR employer, not the client company but the one who provides your paycheck, and ask them what the reason is. My answer will be different if it's "safety issues" than if it's "we don't like the way it looks". There are liability issues here.

If it's a temporary condition, the ADA does not apply. Duane, as one who has needed a cane on a temporary basis myself, let me ask you; what reason did they give you for not using the cane?

You do not get to sue based on opinion.

That's a two sided coin, James. Open that door and Mitch McConnell, say, might find he doesn't like the idea at all.

They can, because there is no law that says they can't.

Refusing to rent to someone in your current state may be discrimination, but it's not ILLEGAL discrimination.

You'd be surprised how many of our dining hall workers and custodians and lab assistants and even a couple of junior faculty who have disabled children ask us to fill out their Mass Health Premium Assistance forms. But I will grant you that I don't see the SBC's of the plans Mass Health offers...

I can't remember the last time I saw a plan with a $0 copay and I work with health insurance every working day of my life. I'm sure there are some out there but they're few and far between.

I think he's referring to public defenders.

In some cases they're better.

Then I really don't know what else you can do.

He needs to talk to an employment law attorney NOW. The statute of limitations to file a discrimination claim with the EEOC is 180 days; it is one year at the state level in MN. If there is going to be ANY chance of the SOL being tolled due to his mental illness it's going to have to be...

May I ask why he was terminated from his job? Excessive absences? Behavior issues? Poor performance? Something else? What reason did the employer provide?