Ty Hyderally is very knowledgeable of the many faceted world of employment law. He frequently travels as a keynote speaker and shares his expertise with different audiences in order to inform them of their rights as well as responsibilities pertaining to employment law. Tayeb Hyderally frequently addresses officials on the corporate level so that they can develop proper procedures which will ensure that the workplace continues to be safe for all employees as well as free from discrimination of any sort. He works closely with company personnel keeping them informed of precedent setting employment law cases. Employment law is constantly changing and adapting to make sure that the workplace remains safe for employees and employers. As a NJ lawyer, Tayeb Hyderally makes it his business to keep companies and agencies informed of changes as they occur. In this case concerning overtime wages, the company was not guilty of an infraction since the worker did not follow proper protocol. Continue Reading
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. Continue Reading
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
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. Continue Reading
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). Continue Reading
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
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
Tayeb Hyderally chose the field of employment law because of its great diversity. Ty Hyderally works diligently to protect employees and employers from participating in or being the target of discriminatory practices in the workplace. Many times it can be difficult to prove that an employer’s action was retaliatory or discriminatory in nature; but companies must be ready to defend these types of claims from those who are familiar with employment law. Cases like EEOC v The Boeing Company cause companies to pay a little more attention to some of the practices going on in the business. When discriminatory or retaliatory actions occur expert lawyers such as Ty Hyderally are ready to present the employment law case before the courts.
Antonia Castron was an employee at The Boeing Company. After she complained of being in a hostile work environment she was suddenly transferred to a different work group and only two months later she was terminated. One of her co-workers verified that Ms. Castron’s supervisor was known to make frequent derogatory and demeaning remarks about women in general. Although the bulk of these derogatory comments were not specifically aimed at Ms. Castron, the courts deemed that there was enough to inference to consider it discriminatory in nature.
The court considered Boeing’s actions as they stated that they had legitimate reasons, non-discriminatory reasons to transfer and eventually terminate Ms. Castron. They cited that she had requested a transfer and that she had low RIF scores. But the Ninth Circuit Court decided that there was enough evidence for the case to go to trial. Ms. Castron’s lawyers stated that Castron was transferred instead of the male co-worker she had complaints about; and it was possible that she was moved into a job that was known to the less secure with the intent of eliminating the position at a later date. They deemed this could certainly have been motivated by discriminatory or retaliatory intent, or both.
There was much evidence that caused Ms. Castron’s transfer to be questionable including no other engineers being transferred to that particular department and her supervisors had previously refused her a transfer and then promised to transfer her to the department she had requested without following through. They also told her that her RIF scores would not be evaluated during her period of training. The Courts found that the RIF evaluation scores that supposedly led to her termination were pre-textual. Several employees gave testimony to the fact that Ms. Castron’s former evaluations were ignored and supervisors only considered the ones which were given during the two month’s training she underwent. Although the company cited RIF evaluation scores as part of the reason for termination, since Ms. Castron had previously complained about harassment and discrimination these were not enough to keep the EEOC from launching a suit against the employer. Retaliation lawsuits are sure to occur even though it seemed as though the company had followed proper procedures to eliminate Ms. Castron. Employment law is in place to protect employees from these types of retaliatory and discriminatory practices, even though cleverly disguised.
According to Equal Employment Opportunity Commission (EEOC) guidelines, a qualified person applying for a job cannot be denied employment based solely on their age. Tayeb Hyderally is an expert in employment law NJ who diligently represents cases where employment laws have been violated. He is also dedicated to help employees and employers become aware of various applicable employment laws. Ty Hyderally speaks to different types of groups to help inform individuals of their rights and responsibilities regarding employment laws. Texas Roadhouse is currently involved in a case where there has allegedly been repeated age discrimination in their hiring policies.
Because of increased claims citing age discrimination the EEOC filed a suit against Texas Roadhouse. The restaurant chain is accused of discriminating against job applicants because of their age. The EEOC stated in a press release that there had been a significant increase in complaints since 2007. Upon investigating the allegations, the EEOC pursued the lawsuit.
According to the suit filed the company officials told hiring personnel that younger people were preferred for open positions. Older applicants were told that they seemed old to be applying for a job in the restaurant; and many were told that the hiring officials were looking for people “on the younger side.”
The Age Discrimination in Employment Act (ADEA) is a federal statute which protects employees who are 40 years old or above from discriminatory practices based solely on their age. According to the ADEA guidelines, it is prohibited to favor a person who is younger over an older person (40 years old or older) based only on their age. These regulations include hiring, promotions, job duties, assignments, layoff, benefits and firing. It also prohibits any type of harassment based on the age of the employee, specifically for individuals who are 40 years of age or older. This is built to include offensive statements or comments about the individual’s age. However, this type of conduct has to be a part of the work place becoming a “hostile work environment” before the law applies. It can be applied to any supervisor or a co-worker. If a client or customer makes derogatory remarks the company can be held liable, if the employer does not at least attempt to make reasonable effort to prevent the harassment. The law also states that policies cannot be put in place that have a negative impact on workers aged 40 or above.
Many applicants believe they have been denied employment at Texas Roadhouse based solely on their age. These instances are also cited at various locations of the restaurant chain, and are not isolated to only a single location. The EEOC tried to reach a pre-litigation settlement according to its conciliation process. The intent is to obtain monetary amounts for those applicants who were not hired based on their age. The second part of the EEOC’s case is to help the restaurant change its hiring policies and training so that age discrimination does not occur in future hiring practices.