Q: Steps for retaliation and ADA violations in employment?
I filed an HR complaint about a hostile work environment one year ago, but HR never responded. Today is my last working day before my company places me on extended leave pending termination in 90 days, which I believe is retaliation. I have extensive documentation showing constructive dismissal and ADA violations. What steps should I take next, and how can I secure legal representation to address these issues?
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A:
If you believe you're facing retaliation and ADA violations, it's crucial to take immediate action. Start by gathering all relevant documentation, including your HR complaint, records of communication, and any proof of ADA violations or constructive dismissal. Having a clear timeline and evidence will strengthen your case.
Next, file a formal complaint with the Equal Employment Opportunity Commission (EEOC) or your state’s labor department. The EEOC handles discrimination and retaliation claims under the Americans with Disabilities Act (ADA), and they can help investigate your situation. Be mindful of the time limits for filing, as you typically have 180 days from the alleged violation to submit a complaint.
To secure legal representation, look for employment lawyers with experience in retaliation and ADA violations. Many attorneys offer free consultations, so take advantage of that to discuss your case and determine your best course of action. If you’re unsure where to start, you can also contact local legal aid organizations that might be able to assist with your case.
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