James J. Hux's answer If your employer did so, it could be FMLA retaliation. You should speak with an employment law attorney as soon as possible to discuss your situation in more detail. Some will offer free initial consultations.
Neil Klingshirn's answer Every case is different, so the best course is to get advice specific to your situation. That said, as a general rule you should evaluate the strength of the evidence for your claim, the amount of damages you could recover and the costs you will incur to recover those damages.
Here, your claim is that gender discrimination is blocking your advancement to a better position. The manager's statement is direct evidence of that discrimination. You can testify that he said it, as can any of...
Matthew Williams' answer You are not legally required to disclose any information pertaining to your sealed record. The dismissal depends on the law from another state. But, the rub for you, since they found it, is that they don't have to hire you. So, you can refuse to explain and they can simply take the job somewhere else.
Matthew Williams' answer You have not provided enough information to make any kind of estimate. It's possible your case is worth a lot of money. It's possible it is worth nothing. There's no information here from which to make that judgment. You need to call an employment law attorney and complete a formal intake.
Matthew S Flemming's answer For what it's worth, depending on what happened, you may be entitled to a Workers' Compensation claim for some of your injuries. I would contact a Workers' Compensation attorney for the circumstances regarding the forklift incident and headbutting incident.
Matthew Williams' answer It's legal for her to do so. There is no duty of confidentiality with your employer the way there is with a doctor, lawyer, or psychologist. If you don't want people at work to know your views, don't tell them and they won't be able to tell anyone else.
Stuart Nachbar's answer Pursuant to 11 USC 525(b): No private employer may terminate the employment of, or discriminate with respect to employment against, an individual who is or has been a debtor under this title, a debtor or bankrupt under the Bankruptcy Act, or an individual associated with such debtor or bankrupt, solely because such debtor or bankrupt—
(1)is or has been a debtor under this title or a debtor or bankrupt under the Bankruptcy Act;
(2)has been insolvent before the commencement of...
Matthew Williams' answer You should really give a lawyer a call so they can refer you for an intake interview. It's hard to tell from this one paragraph whether you have anything actionable, but a hostile work environment can become a legal problem for those who create it.
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