Tayeb Hyderally is an expert in matters concerning employment law. He shares his expertise with employers and employees across the nation who wish to become informed on various aspects of employment law. Mr. Hyderally works closely with those on the corporate level to help them establish anti-discriminatory policies and procedures. As a NY lawyer, he is knowledgeable of employment law cases and how they affect local and national laws and works diligently to inform both employees and employers of their rights and responsibilities to maintain a safe environment in the workplace. In this case, a bank was in violation of federal laws because of discriminating against an individual based on her age as well as her disability.
EEOC vs. Regions Bank
Regions Financial Corporation does business as Regions Bank. According to the EEOC, the bank refused to make reasonable accommodations for an employee with a disability and fired her because of her age. The employee had worked for the bank’s predecessor for over 30 years and since 2005 had been working for Regions Bank in Memphis, Tennessee. The employee suffered from hyperthyroidism and asked for what were reasonable accommodations for her disability. The disease causes debilitating fatigue as well as heightened anxiety. The bank did not engage the interactive process needed to accommodate the manager. The employee alleges that younger managers are treated more favorably than she was and that the bank fired her because of her age. She is 61. 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
Osceola Community Hospital
The goal of both federal and local employment laws is to help provide a workplace that is free from any form of discrimination. Tayeb Hyderally is an expert at employment law who specializes in educating a wide variety of audiences on how to keep the workplace free of discriminatory practices. He works to educate both employees and employers about the various aspects of employment law. He works with corporate officials in the development of policies which are in place to protect both the company as well as the workers. In order to be aware of the current trend in employment law, Mr. Hyderally reviews many different employment law cases. This case is one in which the EEOC sues a hospital owned day care for disability discrimination. Even health care facilities must be able to comply with ADA and any local laws as well as be capable of providing any accommodations that might be necessary. Continue Reading
O’Reilly Auto Parts
Discrimination in any form has no place in the workplace and yet every year there are still literally thousands of employment law cases filed in the US courts. Tayeb Hyderally is an expert at employment law and works diligently to inform individuals and corporations about how the workplace can be a safe environment for all. He speaks publicly to inform individuals of their rights and responsibilities so that they can protect themselves from discriminatory practices as well as recognize these actions in others and report them to the appropriate supervisors. Mr. Hyderally also works on the corporate level to educate them on how to keep the workplace free from any discriminatory actions and he provides counsel on how to establish policies and procedures which offer employees a way to handle them if they fell they have occurred. In this case the employer failed to work with the employee who was asking for a leave of absence because of a disability. Continue Reading
The EEOC is in existence to enforce federal laws which prohibit discrimination in the workplace. When an employee feels that a discriminatory act has occurred, they can file a complaint with the EEOC. It is also wise to seek council with an attorney who is an expert at employment law. Many times in cases of workplace discrimination a case is not sought because the individual does not recognize the act as discriminatory. It is very important for those who suspect this type of illegitimate activity on the behalf of an employer to seek council from experts such as Tayeb Hyderally. Such is the case involving a worker who was terminated once she asked for time off to have a life saving surgery.
The EEOC Claim
There are not too many cases in which a heart condition can be considered a disability which is covered by the Americans with Disabilities Act. (ADA) However, in New Hampshire the EEOC did charge a Nashua company under the ADA. The company terminated Nancy Hajjar because of her heart condition. Windmill International, Inc. terminated Ms. Hajjar one week after she requested time off for a heart procedure which would clear her clogged arteries and she stated she may possibly need heart surgery as well. According to the EEOC, this was potentially a life-threatening impairment. Continue Reading
Those active in any capacity in matters pertaining to employment law are watching a case filed in Portland, Maine. Disability discrimination can be a real problem in the workplace and it can also be a very difficult situation to determine. There are not always clear cut definitions. For instance, in this case involving an individual who suffers from Type 1 diabetes, it does appear that purposeful discriminatory actions have occurred. However, this case may not apply to every person who has diabetes. Many of the terms associated with disabilities and even discrimination are best defined by legal professionals such as Tayeb Hyderally who is an expert in employment law. When someone feels that they have been discriminated against in the workplace it is advisable to contact such a lawyer to determine if indeed discriminatory actions have occurred. Cases such as Manning vs. Kohl’s are those which are being watched closely as the outcome may very well affect individuals as well as employers for years to come.
EEOC vs. Kohl’s
Pamela Manning suffers from Type 1 diabetes. In order to control her condition she requires regular injections of insulin. She was employed at the Kohl’s located in Westbrook, Maine and had a consistent daily schedule. In January of 2010, the company switched her from a full time schedule to an irregular schedule which interfered with her routine daily medical care. Ms. Manning presented a doctor’s request to the company for her to be placed on a regular work schedule so that she could consistently monitor her illness. Kohl’s refused to change her to a regular schedule and she eventually developed serious health complications because she could not regularly administer her own medications. She eventually quit the job. Continue Reading
The courts are still attempting to determine the boundaries as they are set forth in disability discrimination cases. The EEOC is in place to enforce laws which make it illegal to discriminate against an individual in the workplace based on a disability. The trouble seems to be determining what a “disability” really is. It must be a condition which substantially limits at least one major life activity. Employment law experts can help individuals decipher the guidelines as they are laid out by the ADA. Discrimination of workers based on limiting disabilities is illegal in the workplace. Tayeb Hyderally is an expert at employment law and keeps up on cases which pertain to employment law as it relates to disability discrimination.
EEOC vs. Cottonwood Financial Ltd
The EEOC filed a case against Cottonwood Financial stating that they erroneously terminated store manager Sean Reilly. The company allegedly fired him because they thought he was too disabled to work because he has bipolar disorder. Reilly was under the care of a physician and was actively working to control his disability while attending school and attempting to secure employment. He had been an honor student when he was in high school and had begun attending college in Portland, Oregon while on a scholarship based on academic excellence. While he was in college he was diagnosed as having bipolar disorder. His symptoms worsened and he was forced to withdraw from school at which time he returned to Texas and began working at The Cash Store in Cottonwood, Texas. Continue Reading
Red Rock Western Jeep Tours
Tayeb Hyderally is an expert in employment law and has many years of successful litigation. He is adamant about helping keep workers safe from discriminatory practices. Ty Hyderally understands the many facets of employment law and works to educate personnel on how to keep the workplace safe by breaking down laws pertaining to discriminatory practices. As part of his work in the field of employment law, he also helps businesses and employers understand areas such as ADEA, Age Discrimination in Employment Act. The ADEA prohibits discriminatory actions against employees and applicants who are over 40 years of age. Employers cannot harass, fail to hire, layoff, terminate or fail to promote or in any other way discriminate against individuals who are over 40 years old based on their age.
EEOC VS Red Rock Western Jeep Tours
Gloria Rose was hired as a reservationist at Red Rock Western Jeep Tours located in Sedona, Arizona. Ms. Rose was hired and instructed to return her “new hire” packet which had different types of employment related forms such as direct deposit forms, and tax forms. When she brought the completed forms back the next day, she was met by a supervisor who asked her several more questions as well as for her age. Ms. Rose stated that she was 75 years of age. There was no communication from the company for several days after that conversation and when Ms. Rose sent an e-mail to the company asking when her start date would occur she received a response which stated that the supervisor and the general manager did not feel that Ms. Rose was the “right person” for the position. She promptly responded with an inquiry as to how they made this type of determination without seeing her work ethic. She also informed Red Rock that she felt she was being discriminated against based on her age.
After supervisors at Red Rock received this email they hired Ms. Rose but then terminated her after only 2 days. According to the EEOC, Ms. Rose never received training during these 2 days but instead was sent on several jeep tours which took up several hours. Once Rose was terminated, the EEOC alleged that Red Rock filled Ms. Rose’s position with substantially younger individuals.
Red Rock Western Jeep Tours Settlement
The suit against Red Rock did not go to court but reached an out of court settlement. The company was ordered by consent decree to pay Ms. Rose $35,000 to settle the lawsuit. In addition, Red Rock was mandated to adopt an adequate anti-discrimination policy and to provide training regarding avoiding discrimination for all of its employees who are involved in the process of hiring. Red Rock Western Jeep was also instructed to refrain from engaging in any further age discrimination or forms of retaliation.
According to the ADEA (Age Discrimination in Employment Act) employers are prohibited from discriminating against employees who are 40 years of age or older. Employers cannot harass, fail to hire or promote, layoff, terminate or discriminate in any other way against workers who are over 40 because of their age.
There is no workplace exempt when it comes to discrimination; and education about employment law is the best protection. This is why Tayeb Hyderally continues to provide educational resources and training at workplaces. His expert advice in the area of employment law is useful to both employee and employer. Proper training can prevent many different types of discrimination. Ty Hyderallys’ expertise in employment law can help workers, co-workers or employees identify the injustice when it occurs. His expert advice can ensure that workers know how to report instances and guard themselves from retaliatory actions. Mr. Hyderally arms businesses and individuals with the information needed to keep workplaces free from discrimination. In this case against Kmart Corporation, discriminatory practices should not have happened, but they should have been handled much differently when they did occur.
EEOC VS Kmart Corporation
The EEOC filed suit against the Kmart Corporation for harassing a pharmacist who was 70 years old. The allegations were that she was harassed, forced to quit and was threatened if she were to retaliate. During her 4 year employment the pharmacy manager frequently made discriminatory remarks about her age. She was allegedly accused of being “greedy” since she continued to work at 70 years of age and the manager sent her written notes such as “the pharmacy is no longer your forte” and “you need to retire from pharmacy work now.” These statements were clearly written in a communication book that was used by the entire department. The pharmacist was also told openly by the manager on many occasions that she was “too old” and that she should “just retire.”
The pharmacy manager repeatedly and purposefully scheduled her to work Sundays with the knowledge that she attended church on Sunday. This action was to try to encourage her to resign, according to the EEOC. When the pharmacist complained about the age-based discrimination to company managers including the general manager, district manager and the human resources manager nothing was done. Instead, Kmart threatened her with legal action based on an unrelated matter if she pursued the complaint of discrimination. Eventually she was forced to resign in an attempt to avoid the mistreatment.
The Cost of Age Discrimination
The EEOC filed a lawsuit in the U.S. District Court of Hawaii on the basis that Kmart did not pursue remedial action which eventually forced the pharmacist to quit. They also argued that the lack of action on Kmart’s part was in violation of the ADEA. (Age Discrimination in Employment Act) Rather than addressing her legitimate complaints about the age related discriminatory actions, Kmart threatened her for complaining. The suit was settled and Kmart agreed to pay the pharmacist $120,000. To cooperate with the EEOC the company also had to enter a 3-year consent decree. This stipulated that Kmart would post a notice about the case and hire an EEO trainer. The company also had to review and revise their anti-discrimination policies, provide ADEA training to all staff members yearly, and make certain that all performance evaluations completed by management staff would reflect any discriminatory misconduct.