A Texas man is suing his former employer over alleged discrimination and harassment in the workplace. In the suit against Ampco Products LLC, the Denton County man says the company allowed an environment in which he was harassed and humiliated because of his disability. The action was filed on March 24 in the U.S. District Court for the Eastern District of Texas. The former employee is seeking compensatory and punitive damages in addition to costs and fees.
A company is being sued by a Texas employee for allegedly violating the Americans with Disabilities Act. The Denton County resident claims that he was wrongfully discharged after being employed with Ampco Products Co. from Aug. 7 to Nov. 30, 2012. According to reports, the employee was harassed and humiliated because of his disability, the nature of which was not reported.
The Equal Employment Opportunity Commission has filed a lawsuit against Wal-Mart on behalf of a 54-year-old Texas resident from Keller. The man, who worked as a manager for Wal-Mart, says that he was discriminated against and ultimately fired because of his age and disability. The man was diagnosed with diabetes after he began working for Wal-Mart.
Discrimination in Texas workplaces can come in multiple forms. In many cases, the mere act of an employer to fail to provide reasonable accommodations for a disabled employee might constitute employment discrimination. This is what one former Radio Shack store manager in Houston is claiming after he was injured in a robbery.
When Congress amended the Americans with Disabilities Act in 2008, it was clear that the law would be broadly interpreted to cover a wide range of disabilities, specifically addressing mental illness, among other conditions. However, the Fifth Circuit Court recently affirmed a lower court's decision that depression does not qualify as a disability in a Texas man's employee discrimination case.
Coming back to work after a disability leave can be tough. It was especially so for a legally blind Texas woman who claims that her employer refused her request for reasonable accommodations.
Under the Americans with Disabilities Act, Texas employers are required to make reasonable accommodations for employees with disabilities. A reasonable accommodation can be a number of things - from providing workers with altered schedules or wheelchair access. A reasonable accommodation might also mean giving workers different tools to do their jobs. Unfortunately, employers often fail to provide workers with the simple accommodations they need - and have a right to - in order to do their jobs.
It wasn't so long ago that employers were able to blatantly fire someone simply because they became pregnant. Before the Pregnancy Discrimination Act of 1978 become law, it was perfectly lawful to refuse to hire someone, or not provide them with promotional opportunities, or to fire them if they became pregnant and there was no job security for women who took maternity leave.
The EEOC has reaffirmed what many Texas readers already know - it is illegal to refuse to hire someone because of their religious observances. Employers have an obligation to make reasonable accommodations for current or potential employee's religious observances, including scheduling flexibility for employees that observe a part of the week during which they cannot work. For people of many different faiths, this day is called the Sabbath, and it generally lasts from sundown to sundown one day per week.