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Find an employment law atty in your area and discuss with them (you should be able to get a free consultation). It could very well be considered sexual harrassment. State laws often times offer more protection than Federal laws, but if you feel strongly about it, you can file a complaint with...

Talk to a local employment law atty ASAP, before responding to your employer and also file a complaint with EEOC.

In reading a previous thread asking if HR mishandled a particular situation, here are a few of my thoughts and a few other questions to ponder. At one point in MY case, MY HR was told to "resolve" the issue at hand. What did they DO? Nothing, apparently they thought if the issue was swept...

I am seeing a trend here, I have read several posts on here about managers/employers screwing with their employees over their "schedules" (me included). So what is the justification in this thought process of the management that does this? That is the question this brings to my mind. A force...

Illegal as all get out....your employer is not only violating state and fed disability law by requiring that you report to them about your medications, but they are also in violation of CA state medical privacy laws. Yes, do consult with an employment law atty in your area of CA that works only...

Ah, communication...what a concept...:)

http://www.eeoc.gov/facts/ada17.html http://www.wisbar.org/AM/Template.cfm?Section=Home&CONTENTID=47281&TEMPLATE=/CM/ContentDisplay.cfm Some folks are just a little slow and catching on....

http://www.eeoc.gov/policy/docs/902sum.html Agreed, it sounds to me as though your case would fall into the "regarded as" disabled at the very least. Your use of a cane to accomodate your disability should be enough to notify your employer of your need for accomodation, however, reminding...

http://archive.eeoc.gov/press/9-29-09.html

Don't ya' luv it? Bosses are never "responsible" for anything, just ask them...:)

It is probably in your best interest to discuss with an employment law atty in your area. Most will offer a free consultation. However, deceitful management being the norm, don't expect them to be forth coming with any accurate info with what was offered to you.

Glad to hear that the EEOC is involved. If your employer is aware of your disability and you have provided them medical documentation of your limitations, then they are obligated to provide "reasonable accomodations" for you to be able to perform your job and they are also responsible for...

http://www.lawyersandsettlements.com/articles/00462/verbal-abuse.html Fight those bully bosses, CA is leading the way:yes:

It is a bit of a quandry. Under FMLA/CFRA you are entitled to the same job back, with the same benefits, etc. as though you never took leave. Would they have changed your hours if you hadn't taken leave? Constructive discharge is possibility here if they did no return you to the exact position...

I think that the original poster is commenting about the FMLA recertification process. The OP may need to chime in here to comment: The OP has a child with a disability, or several, as do I. I believe that what the OP is talking about is that she had turned in the FMLA paperwork and that she...

I have seen, and I have replied to UK posters as well, with the same response, however, this forum does allow a poster to post as international, UK, etc. in their original posting. That being said, the forum does allow for international posters, however, I have personally never seen any...

I would be interested in this as well. My former CA employer is very confused, as am I, on this issue as well, except that in my situation, my employer was trying to force a "schedule" issue while I had approved FMLA/CFRA time. Writing me up for time that was protected under FMLA/CFRA then...

http://www.dol.gov/dol/topic/wages/overtimepay.htm Requiring you to work over 40 hrs a week without overtime pay is illegal as a non exempt employee. You can file a complaint with the US Department of Labor in your area.

http://www.cooperlawoffice.com/ No, under CA CFRA law, you DO NOT have to disclose to your employer your medical information. I am not sure what part of CA you live in, but the atty on the link will talk to you and will answer your questions for you. Do not sign anything or disclose any...

Or contact EEOC. If your phobia is a documented disability, EEOC may investigate in regards to disability harassment.