Employer-Lawyer, PLLC is devoted to helping employers with workplace training, internal investigations, and legal defense. Mr. Phillips has more than a decade of experience helping companies across the United States understand and comply with laws regarding discrimination, harassment and retaliation. His presentations are live and engaging, fun and informative, and he will travel to your location -- anywhere in the U.S.
The laws protect people against discrimination in employment based on race, age, disability, religion, sexual orientation and many other areas. Most of the legislation covering disability discrimination is the Americans with Disabilities Act. Part of the purpose of the act is to define which is protected by law and what constitutes unlawful discrimination. As most employment discrimination laws, the most difficult part of the process to determine whether it has been affected is the understanding of definitions. The definition of a person with a disability, in accordance with the law, is one who has a physical or mental impairment and that substantially limits one or more major life activities. Major life activities are defined as those things that an average person can do without a lot of difficulty breathing, for example, seeing, hearing, walking, working and the like.
As a former civil rights lawyer, big-firm lawyer, in-house counsel and judge, he has more than a decade of experience handling over 1,000 cases across the United States. If you need a employment discrimination lawyers Utah who understands how to win cases, you have come to the right place.
The employment discrimination laws cover the hiring, promotion and dismissal. This meaning, a well-qualified applicant can not be denied fair consideration for employment. Current employees can not be denied promotion or terminated on grounds of disability. Training, benefits and compensation of employees they can not be removed or altered in any way because of a disability. If an employee or applicant makes a complaint of discrimination, they must first be a "qualified individual with a disability", which means that if the person is disabled, must be able to perform the work or task before they can claim they are being physically discriminated.
Under the law the definition of a person with a disability is someone who, above all, who has the skills, education or work and the necessary experience to perform the work in question. In addition to being able to perform the work to be able to do so with or without reasonable accommodation. Reasonable accommodation may include the realization of accessible workplaces for people with disabilities, restructuring of work a modified work schedule, additional leave without pay, modifying equipment or qualified readers who have at hand.
An employer who complies with the law of employment discrimination is not required to lower the normal production standards to make an accommodation, nor is intended to provide personal items such as glasses or hearing aids. Employers are only required to make reasonable adjustments and this gives employers an exemption or what might be seen as a loophole in the legislation. The obligation to make reasonable accommodation for a qualified candidate also means they are not obliged to do so if this causes an excessive burden on the employer's business operation. Indeed, an excessive burden means anything that causes significant difficulty or expense when compared to the size of the business, financial condition and operation of enterprises.
Mr. Phillips has handled hundreds of cases as a former employment law judge. Contact Mr. Phillips today and put his experience to work for your Company.
The laws protect people against discrimination in employment based on race, age, disability, religion, sexual orientation and many other areas. Most of the legislation covering disability discrimination is the Americans with Disabilities Act. Part of the purpose of the act is to define which is protected by law and what constitutes unlawful discrimination. As most employment discrimination laws, the most difficult part of the process to determine whether it has been affected is the understanding of definitions. The definition of a person with a disability, in accordance with the law, is one who has a physical or mental impairment and that substantially limits one or more major life activities. Major life activities are defined as those things that an average person can do without a lot of difficulty breathing, for example, seeing, hearing, walking, working and the like.
As a former civil rights lawyer, big-firm lawyer, in-house counsel and judge, he has more than a decade of experience handling over 1,000 cases across the United States. If you need a employment discrimination lawyers Utah who understands how to win cases, you have come to the right place.
Under the law the definition of a person with a disability is someone who, above all, who has the skills, education or work and the necessary experience to perform the work in question. In addition to being able to perform the work to be able to do so with or without reasonable accommodation. Reasonable accommodation may include the realization of accessible workplaces for people with disabilities, restructuring of work a modified work schedule, additional leave without pay, modifying equipment or qualified readers who have at hand.
An employer who complies with the law of employment discrimination is not required to lower the normal production standards to make an accommodation, nor is intended to provide personal items such as glasses or hearing aids. Employers are only required to make reasonable adjustments and this gives employers an exemption or what might be seen as a loophole in the legislation. The obligation to make reasonable accommodation for a qualified candidate also means they are not obliged to do so if this causes an excessive burden on the employer's business operation. Indeed, an excessive burden means anything that causes significant difficulty or expense when compared to the size of the business, financial condition and operation of enterprises.
Mr. Phillips has handled hundreds of cases as a former employment law judge. Contact Mr. Phillips today and put his experience to work for your Company.
No comments:
Post a Comment