San Francisco Employment Lawyer Blog

A McDonald’s franchise just recently agreed to pay $90,000 to settled a disability discrimination lawsuit brought by the Equal Employment and Opportunity Commission (EEOC) on the behalf of a worker with an mental disability. According to the lawsuit, the McDonald’s worker was subjected to harassment based on his intellectual disability. The harassment included calling him names, offensive remarks, and physical shoving and threats. While complaints were made on the worker’s behalf, the store allegedly failed to take appropriate action.

Harassment based on intellectual disability is illegal under the federal Americans with Disabilities Act (ADA). In addition, California’s Fair Employment and Housing Act (FEHA) provides similar protection to disabled individuals. However, FEHA is more expansive in some areas. Under the ADA, an employee is considered disabled if he or she has a physical or mental condition that substantially limits a major life activity, if a person has a history of a disability, or if a person is believed to have a non-transitory physical or mental impairment. Under California’s FEHA, a person may be considered disabled if he/she has a disability that limits a major life activity. Thus, in California, the limitation does not need to be “substantial.” In addition, under the ADA, employment is not necessarily considered a major life activity. However, under FEHA, work is always considered a major life activity.

In order for an individual to make a claim under the ADA or FEHA, he or she must be a “qualified individual with a disability.” This means that the employee must be able to do the job he or she was hired to do. If you have been a victim of employment discrimination, get help now. Contact the skilled lawyer at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you.

Were you aware that discrimination based on a “perceived” disability is illegal under California and federal law? Just recently, the Equal Employment and Opportunity Commission (EEOC) announced it has settled a perceived disability discrimination lawsuit with a car dealership for $32,500. This lawsuit arose when the dealership reneged on its job offer to an applicant after a urine test revealed the applicant was taking prescription drugs. The EEOC alleged the company wrongfully perceived that the applicant would not be able to do the job despite normal test results and medical authorization.

If you are a disabled individual fighting workplace discrimination, or an individual who was denied a job based on your perceived disability, you may be able to sue. The Americans with Disabilities Act (ADA) forbids employers to make stereotypes about people suffering from disabilities. In addition, under the ADA a potential employer may not ask a job applicant to answer medical questions or to take a medical exam before extending a job offer. In addition, an employer may not ask applicants if they have a disability. However, an employer may ask job applicants whether they can perform the job and how they would perform the job, with or without a reasonable accommodation.

In most cases where employees have already started work, your employer may only ask medical questions or require a medical exam if that employer needs documentation to support an employee’s request for an accommodation. The employer may also ask for medical testing if the employer believes the employee is unable to perform the job successfully or safely due to a medical condition. If you have been a victim of perceived disability discrimination, act now. Contact the group of lawyers at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

If you are dealing with a serious illness and need to request medical leave from work, the last thing on your mind should be worrying about losing your job. In fact, if your boss fires you because you have requested medical leave, you likely have an employment claim against your employer. Just last week, a judge signed a consent decree which allowed Direct Wines to pay $50,000 to end a disability discrimination lawsuit filed by the Equal Employment and Opportunity Commission (EEOC). The lawsuit alleged that the employer had violated the federal Americans with Disabilities Act (ADA) by refusing to accommodate an employee who requested leave during a busier season for her heart surgery.

The ADA applies to employers with 15 or more employees. Under this Act, an employer cannot discriminate against an employee or applicant because he or she had a history of a disability (such as cancer) or because he or she is believed to have a physical or mental impairment. In addition, your boss is required to provide you with a reasonable accommodation for your disability. Your boss is only excused from this requirement if the accommodation would be an undue hardship on him/her. An “undue hardship” is something that would be a substantial expense to the employer. However, an employer cannot refuse an accommodation simply because it involves some cost.

In addition, the ADA protects workers from being discriminated against because of their relationship with someone who has a disability. This means that it would be illegal for your boss to discriminate against you because your spouse has a disability. If you believe you have wrongfully been denied medical leave, get help now. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Glaucoma is a type of disease that affects the optic nerve. The type of damage that glaucoma can cause depends on each individual case. If left untreated, Glaucoma can lead to permanent eye damage and can eventually result in complete blindness. Even with proper treatment, glaucoma typically leaves the individual somewhat visually impaired. Some types of medication, such as medicated eye drops, may help alleviate problems caused by this condition.

If you have glaucoma, you may be a victim of employment discrimination without being aware of it. Some examples of illegal discrimination include your boss not allowing you to miss work for medical appointments, your employer not allowing you to take a reasonable amount of time off work, your boss not providing you with reasonable on-site accommodations, and your employer not providing you with Braille materials or adaptive computer software.

If you have been a victim of discrimination based on your glaucoma, get help now. You may be able to bring a lawsuit against your employer if you can show you glaucoma meets the legal definition of a disability. In addition, you must be able to show that your glaucoma has resulted in physical limitations, that you can still perform the essential tasks of your job, and that your boss has taken some form of adverse action against you. “Adverse actions” may include not hiring, firing, or demoting you. If you think that you may have been a victim of discrimination based on your glaucoma or other visual impairment, find out how to protect yourself by calling the attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Just last week, a major east coast financial company agreed to settle a disability discrimination lawsuit. The lawsuit was brought by the Equal Employment and Opportunity Commission (EEOC) on behalf of a hearing-impaired former worker. The lawsuit alleged that she was denied a reasonable accommodation for her disability. The former employee, Linda Hewett, had worked for the bank as a senior teller and was denied a transfer to a vacant position for which she was qualified. As a result, she was forced to resign from her job because she was no longer able to perform her duties due to her progressive severe hearing loss. The EEOC alleged she was denied the reasonable accommodation of a reassignment. The lawsuit recently settled for $24,000.

Disability discrimination is a significant problem in the American workforce. In 2009 alone, the EEOC received over 21,000 allegations of disability discrimination. The federal Americans with Disabilities Act (ADA) applies to employers with 15 or more employees. This act prohibits disability discrimination against any qualified individual with a disability. A “qualified individual” is one who is able to complete the essential elements of the position with or without reasonable accommodation. In addition to a prohibition of disability discrimination, it is also illegal for an employee or applicant to be harassed because he has a disability, had a disability in the past, or is believed to have a physical or mental impairment that is not transitory.

If you have been a victim of disability discrimination or harassment based on your disability, get help immediately. Disability discrimination is not only wrong, it is against the law. The skilled attorneys at Greenberg & Rudman LLP can walk you through the process of asserting your rights. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

A former employee of the Los Gatos solar power company, Akeena Solar, agreed to pay $30,000 to settle a disability discrimination lawsuit brought by the Equal Employment and Opportunity Commission (EEOC). The EEOC alleged that the employee’s supervisor fired her within hours of her first day after discovering her left arm was paralyzed. The employee was hired as a payroll/accounts technician. According to the EEOC, the worker was completely qualified and capable of performing the essential functions of her job, regardless of her disability.

The Americans with Disabilities Act (ADA) is a federal law in place that protects individuals from disability discrimination. This act prohibits employment discrimination against workers in government, public, and private sector jobs. The ADA applies to employers with 15 or more employees. Under the ADA, disability discrimination occurs when an employer treats a qualified individual with a disability unfavorably because he/she has a disability. Disability discrimination is prohibited in relation to any aspect of employment, including hiring, firing, pay, job assignments, layoffs, job training, etc.

In addition, employers are required to make reasonable accommodations for employees or job applicants with disabilities. The employer is only exempted from this requirement if the accommodation would pose an undue burden on the company. An “undue burden” is typically something that would impose a significant expense on the employer. Some examples of “reasonable accommodations” include things such as making the workplace wheelchair accessible or providing a reader or interpreter for someone who is blind or hearing impaired. If you have been a victim of employment discrimination, get help immediately. Contact our skilled team of lawyers at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you.

The Equal Employment and Opportunity Commission (EEOC) has just filed a disability discrimination lawsuit against an international manufacturer, The Timken Company. The lawsuit alleges that the company refused to hire a female employee for a full-time position because they were concerned about her performance because she is the mother of a disabled child. The EEOC alleges that the company violated the federal American’s with Disabilities Act and Title VII of the Civil Rights Act by refusing to hire her for the fulltime position. The EEOC argues the ADA protects employees and applicants from discrimination based on association with people of disabilities.

Disability discrimination is illegal under both California’s Fair Employment and Housing Act (FEHA) and the federal Americans with Disabilities Act (ADA). Under the ADA, an employer cannot discriminate against a qualified individual with a disability in job application procedures, hiring, advancement, termination, compensation, job training opportunities, and more.

Under California’s FEHA, a disabled individual receives more protection under the law. For example, under the ADA an individual is considered “disabled” if he or she is substantially limited in a major life activity. Under FEHA, an individual is considered disabled if limited in a major life activity. Therefore, the California law requires a lower standard of limitation. In addition, under the ADA a “major life activity” does not necessarily include work. However, under California law, a major life activity always includes work. If you have been a victim of disability discrimination because you are associated with a disabled individual, or because you yourself are disabled, contact the experience team of employment attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

A hernia is a protrusion of tissue or part of an organ through the body’s muscular tissue. Most often, hernias occur in the abdomen. Symptoms of a hernia include pain at the site, a visible lump, or more vague symptoms that result from pressure on an organ which has become stuck in the hernia. It is very important to receive prompt treatment for your hernia. It is also imperative that you do not aggravate the hernia with manual labor and heavy lifting.

Some examples of ways in which your boss may have discriminated against you on the basis of your hernia include not allowing you to miss work for medical appointments, not accommodating your need to take a reasonable amount of time off work, not providing you with at-work accommodations for your hernia, and/or not accommodating your need to refrain from heavy lifting or manual labor.

If you have a hernia and your boss has treated you less favorably because of your hernia, you may be able to bring an employment claim. First, you must be able to show that your hernia meets the legal definition of a disability. In addition, you must be able to show that your disability has resulted in physical limitations, that you can still perform the essential functions of your job, that your boss has taken some form of adverse action against you. Adverse actions may include not hiring, firing, or demoting you on the basis of your hernia. If you have been a victim of employment discrimination, get help now. Contact the skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Meningitis is a condition caused by microscopic organisms that spread into the cerebrospinal fluid and blood. It may also be caused by certain drugs and cancer. The most common cause of meningitis is a virus, but bacterial meningitis also exists. This disease can affect anyone in any age group. Common symptoms include fever, chills, headache, nausea, vomiting, seizures, and delirium. If it is not treated, meningitis can be fatal. It is important that an individual receives medical treatment and antibiotics immediately.

Some examples of ways in which you may have been discriminated against on the basis of your meningitis include your boss not allowing you to miss work for medical appointments, your boss not accommodating your need to take a reasonable amount of time off work, your employer not providing you with reasonable on-site accommodations for your disability, and your boss not allowing you to receive emergency medical treatment that is necessary to treat meningitis.

If your boss has been hassling you about the time you have taken off work to recovery or treat your meningitis, you may have an employment claim. To bring an action against your employer for discriminating against you on the basis of your meningitis, you must be able to show that your meningitis meets the legal definition of a disability. In addition, you must be able to show that your meningitis has resulted in physical limitations, that you can still perform the essential functions of your job, and that your boss has taken some form of adverse action against you. “Adverse actions” include things such as refusal to hire, demotion, or termination.

If you think that you may be a victim of discrimination on the basis of your meningitis, get help today. Call the skilled employment attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We will help you protect your rights at work.

The “Glass Ceiling” is a phenomenon that occurs when individuals with certain characteristics cannot advance beyond a certain point within a given company. The “glass ceiling” is best illustrated by imagining the hierarchy of a company as a pyramid. The bottom of the pyramid consists of a large number of workers who do the daily work. As one progresses up the pyramid one encounters managers and directors. Further up on the pyramid are vice presidents, senior vice presidents, and executive vice presidents. The Chairman of the Board and the President are located at the top point of the pyramid.

The “glass ceiling” exists whenever an imaginary line can be horizontally drawn through the pyramid and we find that all of the people above all have some similar characteristic. For example, if all the people above the line are white males, women and minorities may encounter the glass ceiling within that company.

Although the “glass ceiling” is an abstract concept, it is very real. Just recently, the Equal Employment and Opportunity Commission (EEOC) settled a “glass ceiling” discrimination case with Outback Steakhouse. The steakhouse company has agreed to pay $19 million for maintaining an environment of sex bias. The lawsuit alleged that female workers were unable to advance to hire paid managerial positions. If you have also hit the glass ceiling at your company, you should seek help to fight for your rights at work. The attorneys at Greenberg & Rudman LLP are well versed in employment law and can help you assert your rights. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Mononucleosis is a disease that most commonly affects adults or adolescents. This condition is often characterized by fever, sore throat, muscle soreness, and fatigue. Mono is caused by the Epstein-Barr virus. This virus is typically transmitted from people through saliva or blood. However, it is far less contagious than most people realize. In some instances, a person can be infected with the virus for weeks or months before symptoms appear. Typically, symptoms arise four to seven weeks after infection. The symptoms are similar to those of strep throat, and often include stomach ache, severe tiredness, weakness, depression, jaundice, and aching muscles.

If you have mononucleosis and have been fired because of your diagnosis, you may be a victim of disability discrimination. However, even if you have not been fired, you may still have been discriminated against because of your mono. Some examples of discrimination include your boss not allowing you to miss work for medical appointments, your boss not accommodating your need to take a reasonable time off work, your boss not providing you with on-site accommodations for your disability, and your boss not accommodating your need for additional rest.

Both harassment and discrimination based on your mononucleosis diagnosis are illegal. If you think that you may be a victim of disability discrimination, get help now by calling the experienced lawyers at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Parkinson’s disease is a degenerative disorder of the central nervous system that often impairs the sufferer’s motor skills and speech. Parkinson’s disease is characterized by muscle rigidity, tremors, and a slowing of physical movement. In certain extreme cases, the disease results in a complete loss of physical movement. Symptoms of Parkinson’s disease includes tremors, rigidity, gait and posture problems, fatigue, speech and swallowing difficulties, slower reaction time, and short term memory loss. Sadly, as of now, there is no cure for this disease. Treatment is available to help alleviate some of the symptoms of Parkinson’s. Treatment includes medication, surgery, speech therapy, and exercise therapy.

If you have Parkinson’s disease, you may have been a victim of discrimination without being aware. Some examples of ways in which your boss may have discriminated against you based on your Parkinson’s disease includes not allowing you to miss work for medical appointments, not accommodating your need to take a reasonable time off of work, not providing you with reasonable on-site accommodations for your disability, and not accommodating your need to attend counseling, speech therapy, or exercise therapy.

If you have Parkinson’s disease and you are able to show that you are disabled, regarded as disabled, or have a past of being disabled, you may be able to bring an employment claim. In addition, you must be able to show that your Parkinson’s disease has resulted in physical limitations, that you can still perform the essential functions of your job, and that your boss has taken some adverse action against you. Some classic examples of “adverse actions” that your boss may have taken against you include not hiring you, firing, or demoting you.

If you believe you may be a victim of discrimination based on your Parkinson’s disease, get help today. The experienced employment attorneys at Greenberg & Rudman LLP are well versed in discrimination law and will be able to guide you through the process of protecting you rights. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Just recently a disability discrimination lawsuit was settled for $100,000. A hearing-impaired operating room scrub technician was fired after being employed with a hospital for over 6 years. The former employee was fired after doctor’s complained she could not hear their instructions. However, the employee asserts that she would have been able to hear if they did not play loud music in the operating room.

If your boss has also treated you less favorably because of your hearing impairment, you may have an employment claim. Your boss is prohibited from discriminating against you based on your hearing disability under both California’s Fair Employment and Housing Act (FEHA) and the federal Americans with Disabilities Act. In order for you to be able to bring a claim under either the ADA or FEHA, you must be able to show that you are a “qualified individual with a disability.” This means that you must be able to do your job with or without a reasonable accommodation.

If you think you are a qualified individual with a disability and if you have been fired or demoted because of your disability, you may be able to sue. To find out more, get in touch with the skilled group of lawyers at Greenberg & Rudman LLP. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help guide you through this process.

A phobia is an irrational and persistent fear of certain objects, activities, or persons. The most common symptom of this disorder is an obsessive attempt to avoid the feared object. If the fear is beyond a person’s control, or if is interfering with a person’s daily life, they may be diagnosed with anxiety disorder. Phobias are very common, and are most often linked with anxiety disorders. Some therapists work through an individual’s phobias by desensitizing them to the feared object. Other therapists recommend cognitive-behavioral therapy, which allows the patient to understand the negative thought patterns and how to change them.

If you have a phobia, you are likely protected from discrimination at work based on this phobia. Some examples of ways in which you may be a victim of discrimination include your boss not allowing you to miss work for medical appointments, your employer not accommodating your need to take a reasonable time off work, your employer not providing you with reasonable on-site accommodations for your disability, and your boss not accommodating your need to attend psychotherapy or counseling sessions to control your phobia.

If you have been a victim of discrimination based on your phobia, you may be able to bring a discrimination lawsuit. In order to sue, you must be able to show that you are disabled, that your disability has resulted in physical limitations, that you can still perform the essential tasks of your job, and that your boss has taken an adverse action against you. An “adverse action” may include not hiring you, firing you, demoting you on the basis of your phobia. If you think you may have been a victim of discrimination or if you have questions about your legal rights, contact the experienced lawyers at Greenberg & Rudman LLP. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more about disability discrimination.

If you are a California resident with a disability, you should know that both California and federal law prohibits employment discrimination based on disability. If you think that you may have been a victim of disability discrimination, you are not alone. The Equal Employment and Opportunity Commission (EEOC) has received numerous disability discrimination allegations each year. In 2008 alone, the EEOC received over 19,400 allegations of disability discrimination in the workplace.

California’s FEHA act is more protective of workers in three important ways. First, FEHA requires a lower standard for defining someone as “disabled.” Under the ADA, a person is considered disabled if the individual is “substantially” limited in a major life activity. However, under FEHA, an employee is considered disabled if he/she is “limited” in a major life activity. Second, the ADA does not necessarily cover “work” as a major life activity. However, FEHA covers working/employment as a major life activity. Lastly, under the ADA an individual’s disability will be considered in a mitigated state. This means that a person with a vision disability will be evaluated with the “mitigated” state of wearing glasses. However, under FEHA, the individual is evaluated in the unmitigated state.

If you have been a victim of disability discrimination, don’t remain silent. Get help immediately by calling the experienced employment lawyers at Greenberg & Rudman LLP. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you fight for your rights!

If you are deaf, and if you are denied a job because of your deafness, you are protected under both federal and California law. The federal Americans with Disabilities Act (ADA) is in place to protect people in your situation. Under the ADA, an employer may not refuse to hire a qualified individual with a disability solely because of their disability. In fact, the ADA applies whenever an employer treats a qualified individual with a disability unfavorably because of his/her disability.

A “qualified individual” with a disability is defined as a person who meets the job requirements and who can show they have a disability because they meet one of three criteria. A person is considered “disabled” under the ADA if he/she (1) has a physical or mental condition that substantially limits a major life activity, (2) he/she has a history of a disability, or (3) he/she is believed to have a physical or mental impairment that is not transitory. A “major life activity” includes things such as walking, talking, seeing, hearing, or learning.

Just recently, a large skin care product company agreed to settle a disability discrimination lawsuit brought by a deaf applicant. The Equal Employment and Opportunity Commission (EEOC) brought the lawsuit on the applicant’s behalf. The EEOC alleged that the company violated the Americans with Disabilities Act by refusing to hire the applicant because she is deaf. If you were refused a job because you are deaf, or because of another disability, get help now! Call the attorneys at Greenberg & Rudman LLP. Our group of lawyers is experienced in this area of law, and they can guide you through the process of protecting your rights. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Polio is a viral disease that is spread from one person to another via the fecal-oral route. While most polio infections do not have symptoms, some rare cases can dramatically affect the central nervous system. Once inside the nervous system, the virus infects and destroys motor neurons. This can result in weakened muscles and paralysis. The polio vaccines developed in 1955 have helped to lessen the spread of this disease and may result in a global eradication of the disease.

If you have polio, you are protected from workplace discrimination based on your disease. Some examples of ways in which you may have experienced discrimination include your boss not allowing you to miss work for medical appointments, your employer not accommodating your need to take a reasonable period of time off work, your boss not providing you with reasonable at-work accommodations for your polio, and your employer not accommodating your weakened muscles/limbs and your need to use a cane.

If you have polio, and if you have been discriminated at work because of your polio, you may be able to bring a discrimination lawsuit. In order to sue, you must be able to show that your polio is considered a disability, that your disability has resulted in physical limitations, that you can still perform the essential tasks of your job, and that your boss has taken an adverse action against you because of your disability. An adverse action may include not hiring you, terminating you, or demoting you.

If you have been a victim of discrimination because of your polio, get help today. Contact the skilled team of employment lawyers at Greenberg & Rudman LLP. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to fight for your rights.

Disability discrimination is not only wrong, but it is illegal. It is against both California’s Fair Employment and Housing Act (FEHA) and the federal Americans with Disabilities Act (ADA). FEHA applies to companies with 5 or more employees, and the ADA applies to employer with 15 or more employees. A person is considered disabled if he or she has a physical or mental condition that substantially limits a major life activity, has a history of such a disability, or is believed to have a physical or mental impairment that is not transitory and minor. Disability discrimination occurs when an employer treats an applicant or employee in a discriminatory manner because he/she has a history of a disability or because he/she is believed to have a physical or mental impairment that is not transitory. In addition, the employer must provide an disabled employee or applicant with a reasonable accommodation. A “reasonable accommodation” includes something that would help a person with a disability apply for a job, perform the duties of a position, or enjoy the benefits of employment. Some examples of reasonable accommodations include making the workplace wheelchair accessible, or providing a reader/interpreter.

If you have HIV/AIDS and were denied a job or fired because of your condition, you may be a victim of disability discrimination. Just recently a trucking company was sued by the Equal Employment and Opportunity Commission (EEOC) for discriminating against a worker with HIV. The lawsuit alleges that the company wrongfully terminated an employee after they learned he was HIV positive. It is unlawful for an employer to fire an employee because he/she has HIV without finding out if the employee would be able to continue to perform his/her job duties.

If you have been fired because you have HIV, you should contact the experienced San Francisco discrimination lawyers. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We will fight for your right to a non-discriminatory workplace.

Post-traumatic stress disorder (PTSD) is a severe psychological condition that arises from exposure to events that an individual experiences as very traumatic. Events that typically trigger PTSD involve actual or threatened physical injury, or threat to physical or psychological integrity. As a result, the person suffering from PTSD is often unable to deal with the trauma. The development of PTSD depends on the intensity of the event, the duration of the event, and the particular individual experiencing the event. Most people who experience traumatic events will not be affected by PTSD.

If you have post traumatic stress disorder, you may have already been a victim of discrimination without realizing it. Some examples of ways in which your employer may have discriminated against you include not allowing you to miss work for medical appointments, not accommodating your need to take a reasonable period of time off work, not allowing you at work accommodations for your disability, and not allowing you to attend psychotherapy to deal with your PTSD.

If you have experienced discrimination because of your post traumatic stress disorder, you may be able to sue. You may be able to bring a lawsuit if your disability results in physical limitations, if you can still perform the essential functions of your job, and if your boss has taken some form of adverse action against you. Adverse actions include things such as termination, refusal to promote, and refusal to hire. If you have been a victim of discrimination, get help today. Contact the experienced attorneys at Greenberg & Rudman LLP who will fight for your rights. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you.

Schizophrenia is a psychological disorder that causes impairments in the perception of reality. In addition, schizophrenia causes severe social and occupational inabilities. Many individuals suffering from schizophrenia suffer from hallucinations and disordered thinking. Although a definite cause of schizophrenia is unknown, genetics, environment, neurobiology, and psychological and social processes are likely important contributory factors. Schizophrenia is often misunderstood, and many people think it is connected with violent tendencies or split personalities. This is not the case. This condition puts the sufferer in emotional turmoil, but does not render them violent.

If you have schizophrenia, you may not even be aware that you are a victim of discrimination. Some examples of ways in which you may be a victim of discrimination include your boss not allowing you to miss work for medical appointments, your employer not accommodating your need to take some time off work, your boss not providing you with reasonable on-site accommodation for your schizophrenia, and/or not allowing you to miss work to undergo psychotherapy to treat your schizophrenia.

If you have been a victim of discrimination, you may be able to bring a lawsuit against your employer. In order to bring a discrimination suit, you must be able to show that you are disabled, regarded as being disabled, or have a past of being disabled. In addition, you must be able to show that your disability has resulted in physical limitations, that you can still perform the essential tasks of your job, and that your boss has taken some adverse action against you. An “adverse action” includes not hiring you because of your schizophrenia, firing you, or demoting you.

If you believe you have been a victim of discrimination, get help by calling the experienced attorneys at Greenberg & Rudman LLP. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.