EEOC v. Henderson Nursing and Rehabilitation Center

Tayeb Hyderally has successfully litigated employment law cases for years. His expertise and experiential knowledge in this multifaceted legal arena allows him numerous opportunities to travel and educate audiences regarding their rights and responsibilities in dealing with matters of employment law and keeping the workplace free from all forms of discriminatory actions. He is often invited to be the keynote speaker for seminars and meetings throughout the US where he is asked to share his expertise with attorneys, human resource personnel and corporate officials. Ty Hyderally also works closely with corporate officers in developing policies and procedures which help keep the workplace free from discriminatory practices. This disability discrimination case is one in which a facility engaged in discrimination by not complying with the Americans with Disabilities Act (ADA by failing to provide reasonable accommodations for a medical disability and then wrongfully terminating the employee based on the disability.

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EEOC v. Camden Place Health and Rehab, LLC

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).

EEOC v. Dayton Superior Corporation

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.

EEOC v. Fox Den Apartments

 

Americans with Disabilities Act

Tayeb Hyderally is an employment lawyer whose experience includes litigating for individuals and corporations in matters pertaining to employment law. Ty Hyderally frequently travels as a keynote speaker where he shares his expertise with corporate officers, human resource personnel and other attorneys. His extensive travels are for the purpose of educating employees and employers about how to keep the workplace free from any form of discrimination. He works closely with company officials to help develop policies which are in compliance with employment laws and regulations. Tayeb Hyderally works to ensure that employees as well as employers are aware of their rights and their responsibilities when it comes to keeping the workplace free from discrimination. In this case, The Equal Employment Opportunity Commission (EEOC) alleged that the company violated the Americans with Disabilities Act (ADA) by wrongfully terminating an employee based on a disability.

EEOC v. Dillard’s, Inc.

Employment Law has many different facets which can be difficult to understand. Tayeb Hyderally is a highly experienced employment law attorney who has many years of experience at successful litigation in a wide variety of employment law cases. He travels extensively to speak to various groups in order to educate employees and employers regarding the various aspects of how these laws pertain to them in the workplace. Ty Hyderally shares his expertise with various groups making them aware of how they can all ensure the workplace remains free from all forms of discrimination and unfair practices. This case filed by the Equal Employment Opportunity Commission (EEOC) against Dillard’s is an example of unfair practices as it applies under the Americans with Disabilities Act (ADA).

The ADA Act and Employment Law

This blog post was written by Tayeb Hyderally; Ty Hyderally (as he is known) is an employment lawyer in New Jersey and is a super lawyer.

Employment laws are written with the intent that those who wish to work and have the ability to work should be allowed to work. There should be no discrimination in the workplace regarding age, gender, marital standing, race, skin color, sexual preference or disabilities. IF a person is willing and able to perform a job it should be their right to do so.

The ADA (Americans with Disabilities Act of 1990) took other discrimination laws a step further to include those who had disabilities but are still capable of functioning and performing designated job duties. ADA prohibits any form of discriminatory practices against a worker based on a mental or physical handicap. The ADA also requires employers to make any type of necessary and reasonable accommodations for their disabled workers. These accommodations must be within reason and not cause a undue hardship on the business. An individual who has a disability for which accommodations should be made is someone who is “substantially limited” in their main daily activities. Examples may include the addition of ramps for ease of access or redesign of a desk or office area to make it possible for them to work in the designated space.

Title V of the Americans with Disabilities Act of 1990 explains that Congress and States are also required to be in compliance with ADA. Federal agencies are not exempt either. ADA also allows the recovery of legal fees for those who file a suit and it is found that they were discriminated against in the workplace because of an existent disability.

Another facet of Title V also prohibits any type of negative actions against a disabled person. These include actions such as coercion, threats or retaliation in any way. This law stands to also protect those who attempt to help the disabled person assert their rights under ADA.