The needs of the individual – you – with your condition, your bona fide disability under federal law and what the employer (the many) needs to do to ‘reasonably accommodate,’ to be flexible to your needs–that to the employer (the many)–is basically a pain in their butt, because it’s higher maintenance, more cost, but they have to do it under the law and that’s the balance, that’s the test of reasonable accommodation.
If you filed a complaint with your company and the human resource department calls you down to discuss it, I know you are probably anxious about going, but you need to go, and you need to cooperate with their investigation.
If you are being sexually harassed in the workplace and you work for a tiny mom-and-pop employer with let’s say 3 employees, what do you do?
If you are being fired from your job and so-called reduction-in-force or RIF, the question is if its legitimate RIF.
The Secret to Filing Administrative Complaints with the EEOC or the SDHR: Don’t Do It! Q: Should I file a…
Employees in the state of New York have several avenues for filing a sexual harassment complaint. Civil rights attorney Jack Tuckner writes about the available options.