Ty Hyderally is frequently invited to be the keynote speaker for various groups interested in employment law and what needs to be done to ensure that the workplace remains free from discrimination. Tayeb Hyderally works with officials on the corporate level to ensure that their businesses are compliant with the various employment laws and ensures that workers are able to work in a workplace that is free from discriminatory practices of any sort. Mr. Hyderally has represented both ends of the spectrum including businesses and individuals and fights diligently for his clients when their rights have been violated. Ty Hyderally is very knowledgeable of employment law and shares his expertise with company officials, human resource professionals and other attorneys. This case regards an employer who failed to make reasonable accommodations for an employee required by the Americans with Disabilities Act (ADA). Continue Reading
Tayeb Hyderally has many years of successful litigation in employment law cases. He is highly respected for his expertise in this multifaceted area of practice and is frequently invited to be the keynote speaker for seminars where he addressed attorneys, corporate officers and human resource professionals. Ty Hyderally also works closely with individuals on the corporate level to help develop policies and procedures that are in full compliance with employment laws. Tayeb Hyderally works diligently educating business personnel to ensure that both employee and employer are aware of the many different aspects of employment law and that they understand their rights and responsibilities in keeping the workplace free from discriminatory practices of any kind. This case is one in which a company wrongfully terminated an employee based on a disability. The Americans with Disabilities Act (ADA) prohibits such discriminatory practices and the company is liable in such cases. Continue Reading
There are many types of employment laws in place to help protect workers from discriminatory practices in the workplace. Expert attorney Ty Hyderally diligently works to educate both employers and employees about the various aspects of employment law. His intent is to help make the workplace a safe place for employees and employers. He speaks extensively to individuals on a corporate level on how to treat employees with respect and how to create a workplace that is free from hostility and discrimination. One area of employment law covers disability discrimination which is based on the ADA (Americans with Disabilities Act). This law prohibits any discriminatory actions toward a person based on their disability. Tayeb Hyderally constantly studies new cases that are filed by the EEOC so that he can stay abreast of any changes that occur. Ty Hyderally is an expert who has many years of successfully litigating for his clients. This employment law case concerns a woman who felt she had been discriminated against because of her disability. Continue Reading
Ty Hyderally is an expert at employment law. He has spent years successfully litigating for his clients and continues to carefully study employment law cases in order to stay up on all the current rulings. He travels extensively in order to educate both employees and employers about the various aspects of employment law and how it affects the workplace. He also offers counsel to businesses to help them set the proper forms and steps of action in place so that the company can protect themselves from possible legal action. As a NY lawyer, he is well aware of employment law on both the local and national levels. Having this expansive knowledge allows him to help employers keep their workplace free from discriminatory actions. Here is an employment law case which demonstrates how a company can be at fault for the discriminatory actions of their employees who are in a supervisory position. Continue Reading
FMLA and employment law can be very complicated issues. Tayeb Hyderally is an expert at employment law and works with employees and employers to establish a solid understanding of how these laws work, who is eligible and the proper protocol for employers while an employee is on FMLA leave. Without the help of the expertise of Ty Hyderally, these matters can be very confusing for employees and employers alike. He can explain that an employee is not eligible for FMLA leave unless they have been employed by the employer for at least 12 months and have worked at least 1250 hours during the 12 months immediately preceding FMLA leave. The business must have at least 50 employees in order for a worker to take advantage of FMLA. Continue Reading
Discrimination can take many forms all of which are distasteful. There are also times when people try to claim discrimination in the workplace and it simply has not occurred. Employment law experts such as Ty Hyderally can help clients determine if discrimination in the workplace has occurred or not. Perhaps one of the most difficult areas in employment law is that of disability discrimination as the definition can sometimes be vague. But there are times in cases such as this one with the Sutton twins when it is clear that the employer has not engaged in discriminatory activities. Cases such as these take careful consideration to ensure that everyone’s rights are protected.
Sutton v. United Airlines
The Suttons, Kimberly Hinton and Karen Sutton are identical twins who both suffer from acute visual myopia. They filed a suit under the ADA of 1990 against United Air Lines when they failed to hire them for positions as commercial airline pilots. The company has a standard for pilots which states their uncorrected vision has to be 20/100 or better. The twins both have uncorrected vision which is worse than 20/200; but it is 20/20 with the use of corrective lenses. Other than the vision requirements, the twins met all other criteria for pilot positions. When they were not hired, the twins filed a suit claiming that they were discriminated against. The court dismissed the case based on the fact that the actions were not discriminatory in nature; and they were not covered by the ADA. Continue Reading
The world of employment law can be rather complex, especially when it comes to defining terms as it relates to disability and discrimination. One area that expert lawyers such as Ty Hyderally must correctly interpret is what makes reasonable accommodation. What makes this so difficult to determine is that what might be a reasonable accommodation for one, would not work for another; this means it is determined on a case by case basis which can be complicated. Those interested in employment law have their eyes on a case which involves reasonable accommodations and whether or not a location transfer meets the criteria.
Sanchez vs. Vilsak
Ms. Sanchez is employed by the United States Forest Service. After falling at work she suffered irreversible brain damage which affects her vision. She totally lost the left side in her field of vision. The Tenth Circuit appellate court is set to determine if her employer must consider it a reasonable accommodation to transfer her to another location. Under the Rehabilitation Act the court found that it is a reasonable accommodation to ask for a transfer so that she can receive adequate medical treatment and care.
Sanchez’s Request for Transfer
In this disability discrimination case, Clarice Sanchez did request a transfer so that she could be in a location which is closer to a medical facility. The facility provides her treatment for the lost field of vision due to the work place accident. The employer denied her request for a transfer and they asserted that according to the federal disability discrimination laws they are not required to grant such a transfer to an employee only for the purpose of receiving medical treatment. They also asserted that Sanchez was able to “correct” her vision impairment by just “turning her head.” Continue Reading
There are employment laws in place which are meant to prevent discriminatory practices in the workplace. Expert lawyers such as Tayeb Hyderally work with many different organizations to ensure that employees and employers are aware of the laws that were enacted to protect workers. Ty Hyderally travels extensively working with a wide variety of organizations, PR personnel and businesses to inform them how to maintain a workplace that remains free from discrimination. As an expert in employment law, he also provides information on what to do if you believe a discriminatory act has occurred in the workplace. Mr. Hyderally also informs staff members about how to identify and protect themselves from retaliation in cases where discrimination is reported. Of all the places we would think would be free from discriminatory practices religious organizations seem to be one of the most likely. However, in this case we find that a religious organization can also engage in age discrimination similarly to other employers.
Horst Brandt VS Trinity Broadcasting Network
Horst Brandt was in charge of TBN’s computer systems. He was hired as an independent contractor instead of a regular employee although he worked full time for the religious organization. This was reportedly a less expensive way for TBN to keep Brandt on board. However, there were many slurs about Brandt’s German heritage and discriminatory remarks made about his age. It was alleged that there were statements made such as, “Horst runs his department like Nazi Germany during World War II.”
Filing the Age Discrimination Suit
Brandt filed a claim against TBN which stated he had been discriminated against based on his age. He was subjected to repeated remarks about their “older workers.” In the meeting where Brandt found out about his termination Crouch Jr. stated that “Paul Crouch, Sr. and Ruth Brown are getting up there in age too.” After terminating Horst Brandt, Crouch Jr. reportedly told a vendor that “there are some older people here and it is time for a change.” He also stated that Ruth Brown who was TBN’s Chief Financial Officer was “getting up there in age and should find something else to do.” The building that Brandt worked in was frequently referred to as the “old folk’s home” and Brandt was often referred to as “an old dinosaur.”
More Problems for TBN
It is also alleged that TBN’s senior officials told Brittany Koper to implement “alternative reforms.” Brittany Koper was head of the human resources at TBN and her grandfather, Paul Crouch Sr. is the founder and CEO of TBN. Crouch allegedly told Koper to update the age report on TBN’s workers. She was then instructed to fire anyone over 65 years old because there were “too old, too sick and too lazy.” Crouch Sr. began a campaign to move older workers to part time employment and tried to force some into retirement. Anyone over 80 were placed automatically at a part-time status.
Brandt and TBN reached a settlement agreement in court. However, due to the nature and saturation of alleged age discrimination it appears that there could possibly be a class action lawsuit against the religious employer in the near future.
Discrimination can take many forms in the workplace. Ty Hyderally is an expert in employment lawwho is dedicated to educating employees and employers of both their rights and responsibilities regarding employment law in the workplace. Some cases are instances where there are subtle but continuous harassment or discriminatory activities; other times cases involve blatant acts of discrimination. Tayeb Hyderally represents clients who have been discriminated against in the workplace in any way. In this age discrimination case, there were behind the scenes activities that the worker was unaware of. However, when these came to light, she was able to receive retribution for the inappropriate actions of the company.
Debra Moreno – A very Efficient Worker
Debra Moreno’s manager seemed to always speak highly of her work ethic and referred to her as a very “thorough and efficient” worker. However, the owner of the company stated that she thought Ms. Moreno sounded “old” on the phone and that she also looked like a “bag of bones.” Carolyn Frutoz-De Harne, owner of the company, allegedly told another manager that Ms. Moreno was not the “type” of worker that she preferred to represent Hawaii Healthcare Professionals, Inc. which is a home health care provider for senior citizens.
Upon completing a thorough investigation, the EEOC filed a law suit in the U.S. District Court for the District of Hawaii and named Ms. Frutoz-De Harne as the defendant. The EEOC did see the conduct as a form of age discrimination. The courts found that this was indeed a case of age discrimination and Debra Moreno was awarded over $190,000. In addition to gaining this monetary award, part of the judgment included that the defendant in the case develop and disseminate procedures which will prevent future cases of age discrimination. The company must provide adequate and appropriate training to all its personnel. This includes training all staff members concerning age discrimination as well as retaliation. Supervisors were also to be trained regarding how to handle these types of complaints. Hawaii Healthcare Professionals were also required to work closely with EEOC coordinators to work through these materials as well as posting notices for current employees about the judgment. The EEOC will continue to monitor the company to ensure that they remain in compliance with the judgment.
Examining the of the Case of Age Discrimination
The regional attorney for the EEOC, Anna Y. Park is in charge of overseeing the litigation for the agency in Hawaii stated that “age should never be a factor when evaluating an employee or job applicant’s worth.” What makes this employment law case so interesting is that the worker’s abilities were completely disregarded and she was terminated solely for her age. The EEOC works to ensure that this type of violation does not occur in the workplace. Employers are responsible to have strong anti-discrimination policies in place and to offer adequate training for personnel to prevent age discrimination from occurring in the workplace. The EEOC is organization which enforces the federal employment laws which prohibit discrimination.
Sexual harassment in the workplace can quickly contribute to a hostile work environment. On top of this injustice, those who report such misbehavior are many times retaliated against in many ways. This is when it is time for employment law experts such as Ty Hyderally to step in and take action. Both of these actions, sexual harassment and retaliation for reporting are in violation of employment laws that are in place. When these types of injustices occur, the U.S. Equal Employment Opportunity Commission (EEOC) steps in to litigate. In order to avoid such a big mess in the workplace, expert lawyers like Tayeb Hyderally work to inform businesses and workers of their rights and responsibilities as they pertain to employment law.
A jury just awarded $350,000 to three women who used to work at Endoscopic Microsurgery Associates which is a medical practice located in the Baltimore area. The women alleged that they were exposed to unwanted and unsolicited sexual advances by the company’s CEO. The EEOC’s suit states that Linda Lux, the company’s receptionist was repeatedly suffering unwanted sexual advancements which was creating a hostile environment in which she had to work. The company’s CEO, Dr. Mark Noar and its CFO, Martin Virga continually made sexually motivated advances toward Ms. Luz who kept on refusing the advancements. The practice then began to retaliate against her by disciplining her for nonexistent infractions in behavior and rescinding leave that had been approved before. Eventually these built up until she was terminated. Study coordinator Jacqueline Huskins and Nurse Kimberly Hutchinson both reported that they also suffered similar experiences and advances from both Virga and Noar.
The company and the EEOC could not reach a suitable settlement through the conciliation process. It went before a jury of 9 Baltimore residents who found unanimously that the ladies were entitled to compensatory damages in varying amounts from $4,000 to $110,000. Each of the women also received $110,000.
This is a very significant verdict as it sends a message to those in high positions. It lets them know that just because they work at a high level in a reputable company; it does not mean that they are exempt from employment laws. They must continue to treat other employees in a professional manner. Cases such as these help remind companies how important it is for sexual harassment policies to be in place in their company. Their employees should know how, where and to whom these types of behaviors must be reported. They must also realize that retaliatory actions for reporting an incident such as this will be penalized.
The EEOC is the government agency which has the responsibility of enforcing Title VII of the Civil Rights Act of 1964. They work with lawyers such as Tayeb Hyderally to prepare companies for these types of situations. Employment law specialists such as Ty Hyderally can help companies develop policies which inform employees of their rights and responsibilities in dealing with sexual harassment and retaliatory actions for reporting in the workplace.