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Aged Teacher Sues School Administrators for Refusing to Grant Promotion

Being too old for a supervisory post tend to shun employers. Administrators argue that aged employees lack the agility and attractiveness that are vital for leadership, but are present among younger employees. Sadly, this reason may put owners into legal trouble as Title VII of Civil Rights Act prohibits such ...

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Sexual Harassment Suit Against Steven Seagal Dismissed

Sexual Harassment Suit Against Steven Seagal Dismissed

Action star Steven Seagal made the news a few months ago in the most unsavory way when a former personal assistant accused him of sexual harassment and illegal sexual trafficking. The lawsuit, which was filed against him by a former model Kayden Nguyen, asked for more than a million dollars worth ...

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David Carradine’s Widow Sues French Film Company for Wrongful Death

David Carradine’s Widow Sues French Film Company for Wrongful Death

The wife of deceased actor David Carradine has filed a wrongful death lawsuit against the French company who was handling Carradine’s film before he died. The actor had only been in Bangkok, Thailand for 3 days when he died. [caption id="attachment_270" align="alignright" width="168"] "David Carradine’s widow filed a Lawsuit for Wrongful ...

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Britney Spears’ Former Bodyguard Claims He Was Sexually Harassed

Britney Spears’ Former Bodyguard Claims He Was Sexually Harassed

Oops, she did it again. Former pop princess Britney Spears’ ex-bodyguard is now claiming that he was sexually harassed by the star during his employment. According to Fernando Flores, Spears constantly “came onto” him and walked around naked in front of him. He is allegedly considering filing a multi-million dollar lawsuit. [caption id="attachment_279" ...

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How To Survive An Office Romance Gone South

How To Survive An Office Romance Gone South

Breaking up is hard to do, especially if you’re involved with an officemate, or worse, a superior. In an era rife with sexual harassment lawsuits, many workplaces have enacted policies about prohibiting relationships between employees or managers such as Starbucks. But office rules and regulations cannot exactly stop love, especially since ...

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New California Bill to Protect the Unemployed from Discrimination

New California Bill to Protect the Unemployed from DiscriminationUnder the existing provisions of the California Fair Employment and Housing Act (FEHA), employers are prohibited from discriminating against employees and applicants o n account of their personal characteristics. Protected classes covered by these protections include race, religion, age, color, sex, gender (including identity and expression), sexual orientation, national origin, ancestry, familial and marital status, source of income, genetic information, and disability. Any time soon, however, another set of people will be set to be included as a protected class: the unemployed.

Indeed, last February 25, 2015, California Assembly member Ian Calderon, a Democrat representing the 57th Assembly District of the state, introduced last February 25, 2015 Assembly Bill (AB) 676. The bill, if passed into law, will be added to Chapter 3.95 (commencing with Section 1045) to Part 3 of Division 2 of the California Labor Code. Said chapter is entitled “Employment Discrimination on the Basis of Employment Status.” Under said chapter, “employment status” means the present unemployment of an individual, regardless of the length of time he or she has been unemployed.

Granted that it reaches several committees in the assembly floor and is signed by the Governor of California, covered employers, as well as employment agencies and individuals operating job posting sites in the Internet within the state, are not allowed to advertise or announce job openings in any medium—i.e. print, digital, etc.—“that includes a provision stating or indicating that an individual’s current employment is a requirement for the job.” However, employers, employment agencies, and individuals running such sites may still indicate the requirement unless the job opening is based on a bona fide occupational qualification or BFOQ.

Likewise, the bill would not allow the same to ask applicants to disclose, either orally or written, information about their current employment status, including them being unemployed, except as specified. Furthermore, employers, employment agencies, and individuals running job posting websites cannot interfere with or discriminate against individuals who exercise their rights specified under Chapter 3.95.

Since this is under the California Labor Code, an employer, employment agency, or individual running a job posting website in the state is subject to civil penalties. Since the bill does not authorize private cause of action, aggrieved applicants may only file a complaint with the Labor Commissioner, which would then impose penalties on those found to have violated the provisions under said Chapter. First violation would incur $1,000.00; second violation $5,000.00, and $10,000.00 for the succeeding violations. If passed into law, AB 676 would be implemented on and after July 1, 2016.

Meanwhile, AB 676 is not the only bill that focused on protecting the unemployed from discrimination in the hiring process. In January 2012, AB 1450 was introduced by Assembly member Michael Allen and co-authored by few others. It would have made California the second state that banned discrimination based on one’s unemployment had it passed; Governor of California Edmund “Jerry” Brown vetoed it in September 2012.

The status of AB 676 is currently active: it has been referred to the Assembly’s committee on labor and employment, with the hearing date set on April 8, 2015.

Posted in employment discrimination, Unemployment Issues.

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Inclusion to Leaves of Absence Graces Peace Officers And Rescue Personnel

Peace Officers MemorialExceptional dedication of themselves voluntarily to a hazardous yet fulfilling task deserves enough employers’ support towards all reserve peace officers and rescue personnel in the state of California. Such may be implied in form of entitling them for claiming leaves of absence in relation to the mentioned commitment, at last.

Counted in the list of new and enhanced California employment laws for 2014 is an act which primarily aims to amend certain contents of Section 230.4 of the Labor Code, relating to employees.

Approved by California Governor Jerry Brown, the Assembly Bill No. 11 promotes revision in regards to provisions that oblige qualified employers [those who are employing 50 or more employees] to consent an employee that engages and commits to any of the following duties such as a volunteer firefighter, reserve peace officer, or even as emergency rescue personnel to take the leave of absence [which was detailed above] for the tenacity of engaging in fire, law enforcement, or emergency rescue training. Although, the discussed leave allowances must not exceed a total of 14 days per calendar year.

Furthermore, in accordance to Section 230.4 (b), discharging, or at least initial threats of future sanctions such as being discharged, demotion, suspension, or the employers discernment in any manner which are considered contradictory to the agreed terms and conditions of employment with basis of a certain instance where his or her employee has chosen to engage in fire, law enforcement, or emergency rescue training [as provided in subdivision] over work, is eligible to reimbursement and reinstatement for deducted wages and work benefits initiated by the actions of the employer.

Upon observing such injustice move by the employer, an affected employee may file his or her complaint [for the request of reinstatement and reimbursement pursuant to this section] to the Division of Labor Standards Enforcement. In harmony with Section 98.7, and upon obtaining such complaint, the Labor Commissioner is expected to proceed, right after, as provided in that certain section.

This new law that gives importance on peace officers and rescue personnel rights to file leaves of absence takes into effect, January 1, 2014.

Investing in such amendments specifically in favor of the citizens together with the state is a strategically-wise and noble thing to embrace. With these empowered amendments, California may look forward to a denser peace and rescue forces that will ensure continuous maintenance to keep the state a wonderful place to live.

Posted in Employment Tips, Labor Laws.

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Protecting Every American Workers in the Agricultural Industry

Protecting Every American Workers in the Agricultural IndustryAgricultural work has to be one of the most strenuous and tiring work as there is such a great deal of manual labor involved in the sector. Especially now that the summer heat is coming, it will be doubly hard for these workers as they will be forced to brave and endure the heat just get things done in the farm. Given such work conditions, employees in the agricultural sector deserve better protection from the US Labor Department.

Safety in the Workplace

Given such unforgiving weather conditions, an agricultural employee’s workplace has to be safe as well as their residential facilities. This includes the provision of safety gadgets and equipment to help lessen if not completely prevent the chances of accidents to happen. Such will help keep productivity levels high while keeping the number of injuries or fatalities low, helping a farm owner achieve better productivity and more profits.

Protections of Employees in Farms

Given the hardships that an agricultural worker deals with, the management or supervisor of these employees should help ensure the well-being of their employees. More than the health and safety considerations the workplace, employees should be protected from the abuse, harassment, and discrimination by their employers. One of the more common employment and labor laws violated by employers in the agriculture industry is their failure to provide the proper wages to their employees, leaving the latter overworked, but underpaid. And so there are many employment and labors laws as well as agencies that help protect these rights of every American worker.

Standing Up Against Abuse

One should never allow anybody especially their supervisors and employers to take advantage of their positions to harass, abuse, discriminate, and retaliate against the wrongdoings of employers. And so, if you feel that you rights as an employee are being violated, go and file an employment and labor law violation claim by hiring the services of the best attorney to represent you in your claims. This way, you can put a stop to the abuse, harassment and discrimination that you have been experiencing while preventing your employers to retaliate against you.

In these tough times, everybody wants to earn a decent living for their families. By being hired for jobs, people should get the right wages, the proper treatment, as well as the basic respect that every human being deserves. Stand up and fight for your rights now by filing the appropriate claims to the proper forums.

Posted in Labor Laws.

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Industries Providing Job Opportunities and Growth for Women in the Workplace

Industries Providing Job Opportunities and Growth for Women in the Workplace
Women in the workplace still don’t receive equal treatment. According to a Los Angeles employment lawyer, the gap between men and women in employment is still present, especially when it comes to pay and compensation wherein men earn more than women despite having the same substantial job. The Bureau of Labor Statistics (BLS) revealed that women average fewer hours every workweek, all while earning about 82 percent of what their male counterparts earn for their wages. Also, some women still don’t qualify to perform work at certain industries that are dominated mostly by men. Unemployment among women who served in the armed forces was higher than that of men.

Recent statistics, however, show progress as far as women in the workplace is concerned. Apparently, the same data also helped determine the advantage of women when it comes to employment. Global business leader IBISWorld used the BLS findings and identified six industries seen as having the potential to generate jobs for women and provide them the chance to grow. Here are some of them:

  • Tire manufacturing. The said industry grew jobs for female workers by about 17 percent between 2009 and 2013. One of the reasons for this is that women earned more than half of the degrees last year. With women seeking higher education programs such as master’s or doctoral degrees, the demand for skilled workers continued to be on the rise. There is also an expected revenue growth rate in the industry, which would then result in women considerably receiving a yearly average of $62K in salaries.
  • Optometry. The medical industry that focuses on eye health is looking bright, especially when considering women seeing a significant increase in hiring over the last few years. Someone with a medical degree holder who has been practicing for five years could potential earn a yearly average salary of $100K.
  • Oil and gas industry. This industry is primarily dominated by men, but women are trying to match them in number. Oil drilling and gas extraction, in particular, is highly in-demand, especially with companies looking for women who can take over the technical aspects of the business. In fact, according to the BLS 2013 statistics, the number of women in the industry increased by nearly 12 percent.
  • Beauty salons. This industry, while already dominated by females, continues to see consistent growth. In fact, the hair and nail salons saw an increase of almost 7 percent over the last five years in terms of the number of female employees.

Indeed, women are getting up there in terms of job opportunities, especially in certain industries that are mostly dominated by men. Hopefully, the gap between men and women in terms of employment becomes thinner.

Posted in Employment Opportunity.

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California Employers’ Guide to Avoiding Disability Discrimination Claims

California Employers’ Guide to Avoiding Disability Discrimination ClaimsUnder the prevailing Fair Employment and Housing Act (FEHA), employees who have physical or mental disabilities are protected against discrimination by their employers. The said California statute defines such a protected class as “disabled” if their disabilities make it difficult for them to perform a major life activity, such as standing, walking, sitting, and the like.

But then, a lot of FEHA-covered employers continue to disregard the rights of the specific protected class. Fortunately for them, they are entitled to seek representation from a Los Angeles employment lawyer or otherwise file discrimination claims with various state or federal agencies against erring employers for failing to provide them with reasonable accommodations or subjecting them to certain employment actions that go against their rights as individuals in the workplace.

In order for California employers to avoid facing raps against their employers, it is best that they avoid them completely by doing the following:

  • Employers must provide managerial employees, from managers to supervisors, training about what to do in case employees would want to request for reasonable accommodations. Training must include knowing if employees’ disabilities hinder their ability to perform work.

  • Employers must make it a habit to conduct the interactive process in providing accommodations to their employees with disabilities, as long as there are any that can be made to allow the latter to perform their jobs.

  • Employers fail to uphold the FEHA by not following the orders’ of the disabled employees’ doctors on certain restrictions (e.g. light work, no heavy lifting of objects of certain weight). To avoid this, employers must be able to focus on the interactive process so that they know what accommodations they can give to employees based on the work restrictions they have.

  • Employers must constantly remind supervisors to seek help from the human resources department in case they are faced with certain complex issues with regards to employees’ disabilities.

  • Employers must treat leaves as a reasonable accommodation that is independent from leaves under the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA) and sick leaves sponsored by them.

Taking into considerations those listed above helps employers to avoid encountering legal process that entails facing disability discrimination claims from their aggrieved employees. Indeed, it is better for California employers follow the provisions set forth by the FEHA for workers with disabilities instead of having to willfully break them and face unnecessary disruptions to their daily operations.

Posted in Employment Disability.

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Understanding Religious Discrimination Under Title VII

Understanding Religious Discrimination Under Title VIIA lot of employees center their lives on their faith. Indeed, carrying out religious beliefs, which include adhering to religious observances, grooming, dressing and eating practices, is an employee right that every employer must always consider. Under anti-discrimination laws, subjecting employees to any form of discrimination or harassment on the basis of their religion is prohibited.

Unfortunately, instances of such still occur. In fact, according to the Charge Statistics from the Equal Employment Opportunity Commission (EEOC), of the 93,727 total charges filed with the agency during the fiscal year 2013, about 4 percent of them were religious discrimination claims. Although they only account for a small percentage, they are nonetheless significant.

Prohibited Under Title VII

One of the federal laws that the EEOC enforces is the Title VII of the Civil Rights Act of 1964, which provides that employers with 15 or more employees are not allowed to discriminate against or harass employees on the basis of their religious beliefs or their non-association to any religious belief. This covers every aspect of employment, from recruitment and hiring to termination.

For instance, it is not allowed for an employer to not refuse a qualified applicant of a certain religion. In the same vein, an employer cannot refuse to hire the same because the latter does not share the same religious views with the employer. It is also not allowed for an employer to enforce promotion requirements for qualified workers who practice a certain religion. Likewise, termination on the basis of one’s conversion to another faith is prohibited.

The said Act also does not allow covered employers to deny employees’ requests for reasonable accommodations with respect to their religious beliefs or their non-association to any religious belief. An example of an accommodation includes a request to be exempted from the company’s policies so that an employee could wear any clothing or groom oneself in accordance with his or her religious beliefs. Another is a request for non-work on a certain day of a workweek in order to strictly adhere with his or her religious belief (e.g. requesting to skip work to attend a church service, not working on the Sabbath day).

Moreover, retaliation is also not allowed under Title VII. Here, employers cannot subject an employee who exercises a protected activity—filing a complaint of alleged religious discrimination with the company HR or a charge with the EEOC—to adverse employment actions such as demotion, salary deductions, or termination.

Asserting employee rights against this form of discrimination

Employees or job applicants who have been subjected to discrimination, harassment, or retaliation on the basis of their religious beliefs must be able to assert their rights. It is imperative to first report any discriminatory, harassing, or retaliatory treatment to the employer, particularly the company HR. If the concerns were not addressed, it would be best to proceed filing a charge with the EEOC or any other appropriate agency. Alternately, seeking the legal expertise of a reputable Los Angeles employment discrimination lawyer would also do.

Posted in employment discrimination.

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CAN Licensure Ban Lifting for People With Criminal Record: Yay or Nay?

CAN Licensure Ban Lifting for People With Criminal Record Yay or NayEverybody deserves a second chance. That is what an old adage says. Though this may be a cliché, truly, people who have done wrong, have accepted their sentence or has served jail time, and has completely paid for their wrongdoing should really be given the chance that is due them. However, such incarceration often leaves a stigma to these people. This stigma causes employers not to trust these individuals should they plan to apply in the former’s offices. This makes it harder for people with criminal records to get the jobs to help jumpstart their lives. Most often than not, employers do not hire, and in the process commits an act of employee discrimination these people, just because of their criminal record, but is this even legal?

Bill to Help People with Criminal Records Get Back To Work

In California’s healthcare industry, people with criminal records are often disregarded when owners are looking for possible employees. This has been a major issue since this makes life even more difficult for people who have been incarcerated before. That is why people with criminal records are not hired as certified nursing assistants (CNA) and those who would try to apply for one are automatically denied.

The California Department of Public Health Legislative and Governmental Affairs letter of opposition to the bill noted that people who hire CNAs in the state are elderly people that have no means to “protect themselves against victimization” like fraud, theft, neglect, abuse, or other criminal activity. The CDPH believes that people with former criminal record may not be fit to take care of such people as they may abuse their licenses and victimize elderly people. The CDPH believes that it is their duty to protect these patients from possible abuse.

Real Dangers

Should the bill be signed into law and enacted, the CDPH says that people convicted of murder, manslaughter, kidnapping, torture, assault and battery, rape, sex crimes involving children, child abuse and abandonment or neglect of children, crimes against elders, dependent adults, and persons with disabilities, burglary, robbery, various kinds of theft that includes embezzlement, forgery, extortion, and receiving stolen goods can put the lives of people who needs healthcare in danger if the applicants aren’t properly screened. Besides, the CDPH believes that there are enough remedies to allow a person to get certification if they really are eligible. Moreover, there are other legal remedies that a person can take, should he or she disagree with the decision of the CDPH.

An Act of Discrimination?

Some parties have expressed their disapproval in the CDPH’s opposition, citing that this breeds employment discrimination. Moreover, they believe that these convicted people who have paid for their trespasses should be given the second chance that they need to be able to support themselves and their loved ones. However, the CDPH clears that this is not an act of discrimination against people with criminal records as the dangers that the agency cited are real and are too serious to just ignore.

According to an employment discrimination lawyer based in California, existing anti-discrimination laws do not offer protections to convicted people from discrimination. However, he believes that the CDPH has raised valid fears and that the houses of Congress should really be able to tackle these well. Such will help come up with a win-win solution not just for these people in need of jobs and the people, often disabled, that needs the medical attention of health workers that they could trust.

Posted in employment discrimination.

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Blood Donation Ban on Gays: Another Issue for LGBTs to Fight

Blood Donation Ban on Gays Another Issue for LGBTs to FightThe lesbians, gays, bisexuals, and transsexuals (LGBT) have seen a lot of victories recently as a result of their continuous fight to be afforded of various rights. In the aspect of employment, for instance, the Employment Non-discrimination Act (ENDA) have been approved by the U.S. Senate last year, and if passed into law, it would provide LGBT individuals rights against discrimination on the basis of their sexual orientation or gender identity. While the federal government is yet to afford employment protections for LGBTs, the recent development on the ENDA is still a step forward to their cause.

It also helps that a lot of states have already enacted their own laws that prohibit workplace discrimination on the basis of one’s sexual orientation or gender identity. According to a Los Angeles employment lawyer, the State of California, for example, is one of the many U.S. states that prohibit sexual orientation and gender identity discrimination in both public and private employment.

Despite this, the LGBT community continues to fight for their rights, and that there are issues needed to be addressed. In fact, here is one that not a lot of people are aware of: gays are still prohibited from donating blood. As a matter of fact, it is a ban that obviously stands to this day.

Said ban was established in the late 70s, during the time the medical community was alarmed by the rise of AIDS cases in the U.S. and the growing fears that blood infected with human immunodeficiency virus (HIV) could threaten the whole medical supply of blood in the nation. Since the ban was instituted, gay men, as well as any men who have had at least one sexual intercourse with another of the same sex, were not allowed to donate blood.

Ironically, women or heterosexual men are allowed to donate blood after having waited a year since they had sex with someone infected with HIV/AIDS. Even people who have had sex with prostitutes can likewise do so, provided that they delay for a year after the sexual intercourse. Indeed, many of those who were frustrated by the ban see it as a civil rights issue, because it implicates gay men and bisexual as the only ones who only contract HIV or AIDS.

Fortunately, progress is underway. A lot of medical associations, from the American Red Cross, America’s Blood Centers, to the American Medical Association, are all calling to make a drastic change on the existing policy. The U.S. Department of Health and Human Services is likewise looking at the effects of loosening the ban, which has been standing since 1977. Indeed, the LGBT community, especially the gay and bisexual community, is now looking forward to the day they could be able to donate blood, which would be another victory for them.

Posted in employment discrimination.

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Redefining the Term “Spouse”

Redefining the Term “Spouse”

For the longest time now, members of the Lesbian, Gay, Bisexual, and Transgender (LGBT) community have been struggling in their fight against discrimination and aspire for acceptance by the community. Throughout the years, the LGBT community has been having steady gains when it comes to their battle for recognition and respect. However, these gains are very minimal to what this group aspires for. They want equal opportunities and support from the government for the members of the LGBT community, as well as an end to workplace discrimination against them.

Proposals to Amend FMLA Rules

Now, the LGBT community seems to have found an ally with US Secretary of Labor Thomas E. Perez. The secretary has announced a proposal to change the rules that apply to the protections of the Family and Medical Leave Act (FMLA). This proposal allows eligible employees in legal same-sex marriages protections under the FMLA. Such would make sure that families now can enjoy better flexibility in dealing with serious medical and family situations minus fears of losing their jobs. But what exactly are these amendments and how can these help protect the jobs of the LGBT community?

What “Spouse” Should Mean?

The DOL published a Notice of Proposed Rulemaking (NPRM) to be able to revise the definition of the term “spouse” under the FMLA. This move was made after the US Supreme Court has decided that the Defense of Marriage Act (DOMA), particularly section 3, was unconstitutional. Here are some of the contents of the NPRM:

-          The Department is proposing that the “state of residence” rule shall be moved to a rule that is based on where the marriage was held. This can be called as the “place of celebration”.

-          This proposes a new definition of the word “spouse” as to being more than husbands and wives. The proposal aims that couples in same-sex marriages should also be included in addition to common law marriages. Moreover, this will encompass same-sex marriages that has been entered into abroad that could have also been entered into at least one State.

-          Furthermore, the Department is proposing the following changes in as far as the definition of spouse is concerned:

  • In the statue of the FMLA, a spouse is defined as a husband or wife. Now, husbands or wives should refer to one whom an individual entered into marriage that is defined or recognized by state laws. By this definition, the marriage of a couple in a same-ex or common law marriages should be recognized.

Through these proposals, couples in same sex and common law marriages will soon be allowed to enjoy the benefits of the FMLA, taking away the discrimination over couples because of such technicalities. While the LGBT community is happy about this latest development, they are hoping for more radical changes in the FMLA. No less than President Barack Obama has called on the stakeholders to help ensure that federal statutes be reviewed and make sure that the benefits and obligations are fulfilled and given to the beneficiaries regardless of their gender.

Posted in employment discrimination.

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Job Accommodation Network: Giving Employees with Disabilities the Help That They Need

Job Accommodation Network: Giving Employees with Disabilities the Help That They Need
A person’s disability doesn’t make him or her less of a person. These people may have impairments but that does not take away one’s skills and talents. These people need acceptance and help to let them achieve their full potential. That is why according to the many labor and employment laws, prohibits discrimination, harassment, and the abuse of disabled people. Moreover, these laws encourage employers to extend reasonable accommodations for these people. By reasonable accommodation, the law means that employers must give consideration and extend accommodations to disabled employees, long as it does not cause undue hardship to the former.

Guidance for Better Compliance

Sadly though, not a lot of people understand how this law works. That is why some employers end up not adhering to this law. And so, it is important that these employers are educated about these laws well to guide them and help them better comply with these laws. This is one of the reasons why the Job Accommodation Network (JAN) is instituted. This service of the US Department of Labor is responsible for helping employers by guiding them in providing workplace accommodations to employees and other issues concerning disability employment. JAN helps provide practical solutions that are to give benefits to both employers and employees.

JAN and Employers

JAN provides a lot of help to employer. Through JAN, big or small employers, employee representative, service providers, even government agencies receive the help that they need. Through JAN, private employers can:

-          Hire, retain, and promote disabled employees that fit a certain qualification,

-          Understand how having people with disabilities make great business sense,

-          Learn workplace accommodation options as well as practical solutions,

-          Help give employers the protection for their business by educating them about disability-related legislation,

-          Impart employment practices that helps save them money through reduced employees’ compensation, as well as other insurance costs, and

-          Help them address issues when it comes to accessibility

Furthermore, JAN helps federal agencies to:

-          Benefit from the talent and skills and the talents of  these employees are offering

-          Help in the identification of resources that can help them learn schedule and more about the employment of disabled people.

-          Help federal agencies understand their responsibilities under the ADA, as well as Section 5 of the Rehabilitation Act.

JAN and Employees

JAN helps disabled employees get guidance on workplace accommodations, the laws like the Americans with Disabilities Act (ADA) as well as related legislation, even self-employment and their entrepreneurship options, which are available online and via the phone. Moreover, JAN also helps people with disabilities to increase the chances of them getting hired and succe4ed on their selected jobs. Specifically, JAN helps employees to:

-          Better understand and be aware of their rights under the ADA and the Rehabilitation Act,

-          Educate them about the benefits of asking for accommodations from their employer or potential employer,

-          Finding the specific accommodation as well as accessibility options that helps them be successful at work

-          Provide leads to find government resources as well as agencies that can help them find jobs or be successful in their current work.

Should you want to receive help like reporting cases of discrimination in the workplace or any abuses under the ADA, you can reach JAN by calling them at (800) 528-72347 or (877) 781-9403 (TTY), visit www.AskJan.org, JAN’s social network accounts, and in-person trainings. For Spanish speaking individuals, no need to worry for JAN also offers assistance in your language.

In these modern times, employment discrimination on the basis of one’s disability is just unacceptable. One should know that they can file a case against your employer. By hiring a workplace discrimination attorney, you can avenge the injustice that has happened to you.

Posted in employment discrimination.

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