Can my employer fire me for being dishonest about being pregnant?
If you have the requisite number of employees at your company (speak with a lawyer to learn of how the word "employee" is assessed by the federal government), generally speaking 15+ in Texas (15+ employees on the payroll for 20+ weeks during the year of the discrimination or prior year), then the employer isn't allowed to fire you simply because you reveal that you're pregnant. If you choose to notify your employer, you may want to do so in writing (keep a copy; or send an email from your home address). If you have fewer than 15 employees at your company, then you risk not being protected by the laws if you reveal your pregnant status.See question
My son is 22 years old and has left cerebral palsy and seizure disorder. He currently can't drive so he has a weekend end work schedule so that I can take him. He has worked at Petco for 14 months with an avg of 10-12 hours per week. Now due to a ...
Your question is a difficult one to answer, given that companies normally can require X hours for Y employee to work. But the ADAAA in theory allows for reasonable accommodations, and one would hope the company would grant one to your son.
You and he ought to engage in the "interactive process" by communicating with management your desire for a schedule that can meet your son's needs, namely a reasonable accommodation. I'd be hard pressed to believe the company can't make a slight adjustment (exception). You probably want to put your request in writing, so as to establish a track record.See question
a. Working conditions changed without cause or explanation b. Deprived of military pay by being removed from flying schedule twice c. Protected Communication disclosed d. Commander’s threatening comment that if I did not provide statem...
You should speak with an attorney about your specific complaint regarding promotion opportunities. Depending upon how you couched it (e.g. lack of promotion based on age, race, etc...), you may or may not have a valid retaliation case.See question
I initially filed the complaint in November, received final paperwork saying it was under investigation in March and still have not heard anything back. I have attempted to contact my case worker but they have not responded.
It depends. Some of my clients have cases where the investigation starts about a year later. In contrast, I have a client whose case has been sitting at EEOC for 3 years (despite my plea for the investigation to begin, given we have ample corroboration and seek a particular outcome). So it is difficult to give you an answer for the "typical" length of time prior to the EEOC rendering a determination on a particular case.See question
I am with a temp agency. They denied my unemployment benefits. The reason they are denied is they are saying I didn't follow the rules and conduct of the job which I did. I reported two incidents where two guys used provocative offense language to...
If by the word "provocative" you really mean the two male co-workers used sexual, racial, religious, national origin-related, age-related, disability-related derogatory language towards you, I suggest you contact an attorney to speak about the matter. If you simply mean they said something mean to you, then you won't succeed in any hearing or future agency filing.See question
He has been extremely inappropriate and unprofessional
Possibly, depending upon the minimum number of employees that this company employs, as well as taking various steps beforehand that will increase the odds that you have a legitimate case. You ought to consult with a lawyer before taking any further steps. There are many hurdles to overcome in this area of the law, and a consultation with an attorney will help guide you.See question
My religious beliefs require me to grow a free flowing beard. Can my employer deny my request for accommodation for an exemption of a new policy requiring beards to be trimmed to a set length? I have asked for am accommodation to be made, and ha...
It depends (your relig. accommodations issue). Title VII applies to any practice that is motivated by a religious belief, even if other people may engage in the same practice for secular reasons. However, if a dress or grooming practice is a personal preference, for example, where it is worn for fashion rather than for religious reasons, it does not come under Title VII's religion protections.Examples of religious dress and grooming practices include wearing religious clothing or articles (e.g., a Muslim hijab (headscarf), a Sikh turban, or a Christian cross); observing a religious prohibition against wearing certain garments (e.g., a Muslim, Pentecostal Christian, or Orthodox Jewish woman's practice of not wearing pants or short skirts), or adhering to shaving or hair length observances (e.g., Sikh uncut hair and beard, Rastafarian dreadlocks, or Jewish peyot (sidelocks)).
In most instances, employers are required by federal law to make exceptions to their usual rules or preferences to permit applicants and employees to observe religious dress and grooming practices.See question
they finally fired the supervisor and eeoc said the company want to offer me 3weeks of pay because i found another job pretty quickly and yes i did after the harassment but less pay and i lost my seniority at that company because i had no choice ...
An attorney would need to know plenty more facts before being able to offer solid advice. I suggest you contact an attorney , if you wish, to go over the issues you presented above.See question
I am a 55 year old female with a Bachelor's degree who has applied for four positions within my department and have been found qualified and referred to the hiring official, but have been passed up each time. The last position I applied for requi...
It is up to you as to whether you hire an attorney. You may have an age discrimination claim.See question