Tag: Verizon

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ADA Advocacy – Ensuring Equal Employment Opportunities for People with Disabilities

Disability laws protect employees from being fired for requesting reasonable accommodations while battling illness. Disability discrimination lawyers Los Angeles, Helmer Friedman LLP.

The Americans with Disabilities Act (ADA) has been instrumental in ensuring that people with disabilities receive the same employment opportunities as everyone else. This transformative civil rights law strives to protect disabled individuals from discrimination, giving them an equal footing in many areas of public life, including the workplace.

Among the medical conditions recognized as disabilities is hypertension, also known as high blood pressure. This long-term condition persistently elevates blood pressure in the arteries. It is a silent illness, often unnoticed as it usually doesn’t cause symptoms, but it is a significant risk factor for severe conditions like stroke, heart failure, and kidney disease, among others. About 90–95% of hypertension cases are primarily caused by a mix of lifestyle and genetic factors.

People with disabilities, such as hypertension, are entitled to request reasonable accommodations to facilitate their work performance. A prime example is a lawsuit settled against Verizon Maryland, LLC, in which the ADA’s protective mandate was decisively enforced.

In this case, a management employee suffering from hypertension asked for a change of position to accommodate his health condition. He hoped to switch to a field position or an alternate management role. Despite an opening for a field role he had previously held, Verizon insisted that he had to quit his job and reapply for the position in six months. This offer of resignation and reapplication was the only accommodation provided by the company, forcing the employee to quit due to medical necessity.

After legal proceedings, Verizon Maryland agreed to pay $115,000 to settle this disability discrimination lawsuit. Beyond the monetary settlement, the lawsuit has led to significant changes within the company. Verizon can no longer suggest resignation and reapplication as accommodations under the ADA. The company must also provide training on the ADA, emphasizing that resignation and reapplication are not reasonable accommodations.

This case highlights the ADA’s crucial role in ensuring equal employment opportunities for disabled individuals. It also serves as a stark reminder for employers to consider and implement reasonable accommodations for their employees facing health issues.

In conclusion, employees subjected to disability discrimination must seek legal representation to protect their rights effectively. An attorney who is well-experienced in employment law and disability discrimination can help navigate the complexities of disability rights and champion your case in this specialized legal field. Upholding the spirit of the ADA is not just the responsibility of companies but each of us, fostering a more inclusive society.

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Protecting Pregnant Workers: A Close Look at the Laws and the Realities on Ground

Pregnancy discrimination accommodations.

Imagine landing a new job, attending the first training day, and then receiving the distressing news that “there might be something wrong with my daughter’s heart.” You are looking to seek immediate medical attention for your unborn child, but instead of understanding or empathy from your new employer, your job offer is rescinded. This is not fiction; it is a story that unfortunately unfolded for a sales consultant at Victra’s Dayton, Nevada, store.

Victra, a nationwide retailer of Verizon mobile devices, has been sued for alleged violations of the Civil Rights Act of 1964 under Title VII and the Americans with Disabilities Act (ADA). Before we delve into the details of the lawsuit, it’s pivotal to understand the laws that protect pregnant workers.

The Americans with Disabilities Act passed in 1990, prohibits discrimination against a qualified individual because of a pregnancy-related impairment that an employer regards as a disability. It paved the way for heightened awareness and protection for people with disabilities, including those related to pregnancy, ensuring their right to equal employment opportunities.

More recently, on June 27, 2023, the Pregnant Workers Fairness Act (PWFA) went into effect, providing additional protections for pregnant workers. The PWFA requires employers to provide pregnant workers with equal opportunities and flexibility as they do for other applicants or employees.

These laws aim to put a stop to discrimination against pregnant employees or applicants who may need immediate and emergency care related to pregnancy. Yet, the Victra case reminds us that these unfair practices still exist. The plaintiff in this lawsuit was denied the right to leave training for urgent prenatal care and lost her job as a result.

The sad reality is that pregnant workers should never have to choose between keeping their jobs or seeking urgent prenatal care to protect the health of both parent and child. Losing the ability to earn income during such a critical time is challenging and disheartening. Thankfully, entities like EEOC are there to defend the rights of pregnant applicants and employees against employment discrimination.

If you have experienced pregnancy-related discrimination, remember that you are not alone. There are laws designed to protect you and legal professionals available to help you navigate these daunting situations. An experienced employment law attorney can guide you through the legal processes, ensuring your rights are protected and justice is served. It’s crucial not to let discriminatory behavior go unchallenged. Stand up against it because each voice contributes to a louder call for equality, fairness, and justice in the workplace.