Search results

were you notified at any time during your employment or when hired that you may be subjected to drug testing i guess my question is, did you ever give consent or acknowledge that the employer had a drug testing policy if it is a company policy and you were notified that you could be tested...

i wish you the best i have a parent that underwent brain surgery in the past few years, as well i believe you clearly have a case and i wish you the best of luck ;)

http://en.wikipedia.org/wiki/Hostile_work_environment agreed like my name says, i'm 'theretoo'

from research i have done, yes, the company policy violates adea and the civil rights act http://www.eeoc.gov/policy/adea.html i believe in recent years several cases have been won by employees on the basis of age discrimination due to forced early retirement

http://www.twc.state.tx.us/ui/tax/manuals/audit/aud_ch2_1.html scroll to section 2.1.5 on this link that may help answer the question

true, the employer does not have to provide the requested accomodation and can suggest other options, it is called the 'interactive process' in working with the employee to determine the best accomodation that the employer can provide. an employer, cannot, under any circumstances, require...

if the op feels he/she is being harassed due to his/her medical impairment, then he/she has every right to file with eeoc. if the employer is requiring that the op use fmla for dr. appts. the time can be required to be taken as unpaid, but they do need to allow the employee the time for dr...

immediately file a complaint with your local federal eeoc office i'm sorry, but i have to spout off here. i am in a similar boat as you with a current case pending against my former employer for disability discrimination. i am so tired of employers thinking that they don't have to comply with...

http://www.eeoc.gov/facts/howtofil.html

http://www.eeoc.gov/facts/howtofil.html file with eeoc asap, there are generally time limitations involved. a lot of employment law attorney's will take cases on a contingency basis, and while eeoc is investigating, you may want to pursue obtaining your own attorney in the matter. an attorney...

great question, kind of a darned if you do and darned if you don't the company put themselves at risk for sexual harassment from men if they had a woman doing the job, yet if they don't hire a woman to do the job, then again, they are in the opposite position

http://www.nyhwa.org/ agreed, bullying in the workplace is a huge issue. seems these days, the more offensive management can be, the better corporate likes it. some how, some where, the saying that you catch more flies with honey than you do vinegar has lost meaning in the translation with...

i am not sure i can offer any useful advice on your case other than to suggest posing the questions to the eeoc in your area http://www.eeocoffice.com/States/pennsylvania/pennsylvania-eeoc-offices.html

i am not an atty, and all i am finding is the ca law regarding pay for overtime, but i am not finding anything on any laws against employers requiring mandatory ot. For more than 8 hours in a day, an employee must be paid 1.5 times his or her usual rate, and for over 12 hours in a day must be...

if they have done this before, then they may have already been involved with eeoc in the other cases. that would be the reason that they had an atty present, etc. and offered the medical continuation is to avoid eeoc's attention in a 'pregnancy discrimination' case. it tells me they have been...

i would discuss the issue with eeoc in your area http://www.eeoc.gov/baltimore/index.html lowering your pay, etc. due to a disability and the harassment, etc. are both issues that the eeoc could address outside of the wc claim. you were out on disability and you have returned to work with...

immediately file a claim with eeoc for disability harassment/discrimination and file a police report on the death threat and threats of violence towards you. get an atty to file restraining orders for your protection, an employment law atty would be a good choice as there are more laws against...

it could be that she has an arrangement with the employer for dr's appts that may be covered under fmla or disability if this is the case, maybe she has on going treatment and the appt's are set for the same day and time every week or 2 weeks. the sup or manager would know about that and should...

there are several different things going on at one time in your situation correct, wc says you can't sue the employer over the incident itself that caused your worker's comp claim however, if your employer is now 'violating' wage and hour laws, then that is a seperate issue all together...

http://www.allisontaylor.com/ there are places that will check your references for you to determine what they are saying about you to prospective employers