Hardeep S Rekhi’s Answers

Hardeep S Rekhi

Seattle Employment / Labor Attorney.

Contributor Level 5
  1. Sexual harassment

    Answered about 6 years ago.

    1. Donald W. Heyrich
    2. Okorie Okorocha
    3. Hardeep S Rekhi
    3 lawyer answers

    The basic background of the law is provided above. If the consensual relationship ended and there were unwelcome advancements a claim may exist. The problem is that these cases can be diffifult to win because of the fact that a consensual relationship existed. Regardless no man or woman should be subjected to such treatment and should follow the anti-harrassment policies of the workplace. If your employer does not promptly and effectivly remedy the harrassment then you should seek legal...

    1 lawyer agreed with this answer

  2. Wrongful termination

    Answered about 6 years ago.

    1. Hardeep S Rekhi
    2. Kathleen Dillon Hunt
    2 lawyer answers

    In this state is unlawful to terminate an employee for reporting an on-the-job injury and seeking workers' compensation. It is called worker's compensation retaliation. With the facts presented here I would suggest speaking to an attorney that works on these types of cases.

    1 lawyer agreed with this answer

  3. Age discrimination / retaliation

    Answered about 6 years ago.

    1. Donald W. Heyrich
    2. Hardeep S Rekhi
    3. Okorie Okorocha
    3 lawyer answers

    I suggest seeking out an attorney quickly. An attorney can advise you about your rights and help guide you through the EEOC process. Also it would be a good idea to gather your thoughts and put them to paper so you remember details clearly when speaking to an attorney.

    1 lawyer agreed with this answer

  4. American disabilty act and employers in wa state

    Answered over 2 years ago.

    1. Hardeep S Rekhi
    2. Nicholas M. McLeod
    2 lawyer answers

    Yes. There are numerous laws that protect you. First, as you mentioned there is FMLA leave. Second, there is medical leave available under Washington law. These two separate laws should be viewed as to create two separate leave banks. Most of the time, an event requiring leave will deplete both leave banks. Sometimes, however, an event may qualify to deplete one bank but not the other. From your post, it seems you probably depleted both banks. While on FMLA leave, your employer may not...