New Disability Discrimination Lawsuit: 4.24.2023 – EEOC Sues Walmart for Refusing Accommodation to Employee with Disability

Posted by justin

in Case Summary, EEOC, Employment Discrimination

DISABILITY DISCRIMINATION The EEOC has filed a lawsuit against Walmart for disability discrimination alleging Walmart violated the Americans with Disabilities Act (ADA). Walmart refused to accommodate an employee's disability-related leave and fired her for violating the company's attendance policy. The employee was diagnosed with epileptic seizure disorder in September 2016, and her supervisor said she would excuse seizure-related absences if the employee's mother notified her that the absence was related to the employee's seizure disorder. Despite the employee's mother notifying the supervisor of the absences due to the employee's disability, the employer did not excuse the absences, and the employee was fired for violating...

23 March

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Your Rights Under VESSA: A Comprehensive Guide

Posted by justin

in Employment Discrimination, Illinois Department of Labor, VESSA

As an employee in Illinois, you have the right to work in an environment that is free from discrimination, especially if you are a victim of domestic or sexual violence. To this end, the Victims' Economic Security and Safety Act (VESSA) was enacted in 2003 to provide support and protection to victims of domestic or sexual violence in the workplace. At Randolph & Holloway, LLC, we understand how important it is to stand up against employment discrimination and provide legal representation to those who have suffered from such experiences in Chicago. Background VESSA VESSA requires Illinois employers to provide up to 12 weeks...

17 March

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Alley v. Penguin Random House | Retaliation | Sexual Harassment

Posted by justin

in Case Summary, Employment Discrimination, Retaliation, Sexual Harassment, Summary Judgment

Issues Sexual Harassment Retaliation Kristie Alley sued her former employer, Penguin Random House, for retaliation under Title VII of the Civil Rights Act of 1964 and for breach of contract under Indiana law. Alley alleged that Penguin demoted her in retaliation for reporting sexual harassment and violated Indiana law in doing so. The district court concluded that no reasonable juror could find that Alley was retaliated against and granted Penguin's motion for summary judgment on that claim. Alley appealed that ruling, as well as the magistrate judge's earlier dismissal of her state law breach of contract claim under Federal Rule of Civil Procedure...

17 March

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The IDHR process in a nutshell

Posted by justin

in Employment Discrimination, IDHR, IHRC

IDHR When an individual files a charge with the Illinois Department of Human Rights (IDHR), they are alleging that they have experienced unlawful discrimination based on race, color, religion, sex, national origin, ancestry, age, order of protection status, marital status, disability, military status, sexual orientation, pregnancy, or unfavorable discharge from military service. The IDHR is responsible for enforcing the Illinois Human Rights Act, which prohibits discrimination in areas such as employment, housing, public accommodations, and financial credit. Here's an overview of the process after someone files a charge with the IDHR: Charge filing and intake: The individual, referred to as the complainant, files...

17 March

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What happens after I file an EEOC charge?

Posted by justin

in EEOC, Employment Discrimination

EEOC When an individual files a charge with the Equal Employment Opportunity Commission (EEOC), they are alleging that their employer has engaged in unlawful discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information. The EEOC is responsible for enforcing federal anti-discrimination laws in the workplace. Here's an overview of the process after someone files an EEOC charge: EEOC Charge Receipt: After you file a charge with the agency, they will send you a notification acknowledging that they've received your charge. This notice will include a charge number, which you should keep for reference throughout the entire process....