It is generally true that you must have the area immediately by your windows clear of any obstructions for safety concerns (in case fire department needs to gain access to unit via window). However, if you do not have significant obstructions around your window, and other people have equal or greater obstructions on their windowsill but did not receive a complaint, then this could be discrimination. Much more facts are needed, and you should discuss your case with an attorney.See question
Allowing employees to bring a service animal is a reasonable accommodation under the ADA. If you suffer from a disability that requires a service animal, an employer must allow you to bring a service animal as long as it does not pose an undue burden. You should contact an employment or discrimination attorney to discuss your case in greater detail. Many offer free initial consultations.See question
Unfortunately, employers can terminate employees for any or no reason at all, as long as the reason is not against public policy or is discrimination.See question
There could be a promissory estoppel claim here, if you can prove you relied on the promise of a 401K being offered in accepting the job. Furthermore, if your employer has an employee handbook which promises 401K to employees, that would be additional support for a promissory estoppel claim. If your employee contract states you have a right to a 401K, then you might also have a breach of contract claim as well.See question
Usually between 6-8 years. It depends if it is an oral or written contract. Oral employment contracts usually have 6 year statute of limitations, whereas a written employment agreement will usually have an eight year statute of limitations.See question
Unless she is motivated by discriminatory animus (e.g., race, religion, gender, gender identity, age, etc.), I do not believe there is a claim here. Unfortunately, the law does not protect against horrible bosses or co-workers. As many cases say, "Title VII is not a civility code." If your co-worker is simply a nasty person who treats you horribly like everyone else, and she is not doing so out of impermissible discriminatory animus, then there really is no recourse as far as the law is concerned. I would recommend you document every occurrence of mistreatment, keep HR informed, and hope this person is reassigned or terminated. Best of luck.See question
Keep it in your records. If you did not receive any work from the agency (thus no income), then I would not worry about it. You should follow up again with the agency to sort it out. Does the W2 claim you were paid?See question
Proving wrongful termination as a temp employee is very difficult. Ohio is an at-will state, which means employees can be terminated for any or no reason at all, as long as the reason for the termination is not illegal (e.g., discriminatory, or goes against a public policy). However, you may have contract claims against your employer if you had an employment contract that guaranteed a position after successful completion of an initial period of temporary employment. You should consult an employment attorney to arrange an initial consultation. Many employment attorneys offer free initial consultations.See question
More facts are likely needed to fully flesh out whether you are a victim of race discrimination. The fact you were written up after being admitted to the hospital could be an FMLA or ADA claim if certain facts are present, but is is not possible to determine from the limited facts you provided. I recommend contacting an employment or discrimination attorney to arrange an initial consultation. Many attorneys do initial consultations for free.See question
According to Ohio Revised Code 4112.02(G), you indeed may have a claim against Kohl's for violating your civil rights. According to 4112.02(G), it is an unlawful discriminatory practice:
"For any proprietor or any employee, keeper, or manager of a place of public accommodation to deny to any person, except for reasons applicable alike to all persons regardless of race, color, religion, sex, military status, national origin, disability, age, or ancestry, the full enjoyment of the accommodations, advantages, facilities, or privileges of the place of public accommodation."
Furthermore, place of public accommodation under 4112.01(9) means "means any inn, restaurant, eating house, barbershop, public conveyance by air, land, or water, theater, store, other place for the sale of merchandise, or any other place of public accommodation or amusement of which the accommodations, advantages, facilities, or privileges are available to the public."
Technically you could try and bring a claim under Title II of the Civil Rights Act of 1964 or Section 1981/2, but federal courts routinely do not include retail stores in their definition of "place of public accommodation," and generally are hostile to Section 1981/2 civil rights claims.
Under R.C. 4112 therefore, you most definitely have a claim that Kohl's violated your civil rights, and a claim for battery. You should contact a civil rights/discrimination attorney to discuss your case further. Many offer free consultations.See question