If you are female and you were fired for breaking a company policy, while male employees are not disciplined for breaking the same policy, then you may have a claim for gender based discrimination.

If your employer is still employing you, you are not fire (at least not yet). You can ask HR or your supervisor in writing for clarification or you can keep working until your employer terminates you.

More important, you need to get your license reinstated ASAP for two reasons.... View More

James L. Arrasmith Lawyers, want to be a Justia Connect Pro too? Learn more ›
answered on Oct 19, 2024

First, carefully review all the allegations against you and gather any evidence that supports your side, such as emails, messages, or witness statements. Document the events in detail, including dates, times, and any relevant interactions. Collect any evidence that can refute the fraudulent claims,... View More

While it sounds like disability discrimination, the case will likely be difficult to prove unless you have documentation showing your employer verbally agreed to allow you more time as a reasonable accommodation for your disability.

You can file a disability discrimination complaint with... View More

First, each wrongful termination case is very fact specific, there is no "average" compensation standard.

Second, more important, an employee seeking a transfer is not a legally protected right that would support a retaliation claim unless it is motivated by hostility toward to... View More

You can file for a civil anti-harassment restraining order.

For instructions go to:

https://www.womenslaw.org/laws/wa/restraining-orders/civil-anti-harassment-orders/basic-information

Much more would need to be known including what are your doctor's restrictions, what efforts were made to have an interactive process to seek reasonable accommodations and why the employer cannot accommodate you.

While the ADA does not require employers to grant accommodations of an employee's choosing, it does require employers to engage in an "interactive process" to identify accommodations that work for both parties. The co-worker should ask why the company believes their request would... View More

First, you may have a retaliation claim depending on the types of misconduct by the manager that you were reporting to HR.

Second, you may have a claim for disability discrimination based on your termination after disclosing your heart condition and ADHD. However, without more context it is... View More

In Washington state, while a common law name change based on usage is recognized, changing the name on your birth certificate requires a court order. The process is relatively inexpensive costs a few hundred dollars. For more info, go to:... View More

First, you should strongly consider sending an email to HR confirming the accommodation agreed to by your manager. You may also ask if there is anything you can do to facilitate the process.

Second, if you believe the accommodation is being unreasonably delayed, then you should consider... View More

If you have written documentation, including wage stubs showing that you earned the money and the employer put part of your pay in a "savings account" for you, then likely have claims for fraud, breach of contract, conversion and unfair business practices. Unfair business practices... View More

You should consider filing a written complaint with HR and/or the top management of the company. The written complaint will at least document your complaint was made in case retaliation by the manager and higher management.

Before you send in the written complaint, you should have a lawyer... View More

If you haven't done this already, you should report what happened in writing to both your supervisor and your employer's HR department and state that you feel you cannot return to work out of concern for your safety,

If you are suing you employer and refuse to participate in the deposition, your employer can move for an order to compel your attendance and monetary sanctions, and if you still refuse to comply, the Court can dismiss your case.

Both sides get the opportunity to call witnesses at trial. However, there are rules requiring disclosure in advance, so the other side can prepare.

Based on what you've described, there is no legal violation. Your employer is not legally obligated to give you a performance review or merit increase. If they chose to do so, they can implement the raise at any time of their choosing.

Hi, more information is needed here. An accommodation request does not give you priority if the employer has a policy that an employee must apply for a vacant position and they are given the same opportunity as the other applicants. However, some courts have held the opposite, and the disabled... View More