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