If you have a disability, you have the right to a reasonable accommodation that will allow you to do your job. The Americans with Disabilities Act (ADA) prohibits employers from discriminating against employees with disabilities. Originally signed into law in 1990, the ADA protects people with disabilities from discrimination in employment, government programs and services, public accommodations, transportation, and telecommunications.
Read MoreA durable financial power of attorney is a way to allow someone else to manage your finances in the event you are unable to make these decisions yourself. The person you grant as your financial power of attorney is often referred to as your “agent”. The power to make these decisions for you is given to your designated agent in a legal document. A financial power of attorney is not only useful for you, but can help your family during this sensitive time as well.
Read MoreA healthcare power of attorney is a legal document allowing you to designate a person (agent) to make healthcare decisions for you in the event you are unable to make them for yourself. A living will, also known as a directive or advance directive is a document allowing you to state your wishes for your end-of-life medical care in case you become unable to communicate your decisions yourself.
Read MoreIf you’ve been wondering when the best time to create your estate plan, the answer is now. Estate planning allows you to create a comprehensive plan to accomplish your goals and give you peace of mind.
Read MoreThe Pregnancy Discrimination Act (PDA) is a federal law that prohibits discrimination against pregnant workers in any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, such as leave and health insurance, and any other term or condition of employment.
Read MoreThe Family and Medical Leave Act (FMLA) allows eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons while maintaining their group health insurance coverage under the same terms and conditions as if the employee was continuing to work.
Read MoreTrying to figure out if your need to contact a lawyer can be confusing. However, it’s important to note that you can often avoid costly and complicated issues if you consult with an attorney early. An attorney can evaluate your situation and provide solutions and guidance as to what your next steps should be.
The Supreme Court recently returned to the bench where the justices heard oral arguments and draft opinions on cases that range from LGBTQ rights, immigration law, gun rights, and abortion regulations. Regarding your workplace protections, here are a few specific cases involving LGTBQ issues to keep an eye on.
Read MoreRegardless of the cause, losing your job is a distressing experience, especially if you feel you’ve been terminated wrongfully. Determining if you’ve been wrongfully terminated can be confusing, but following a few guidelines may help you determine if your firing was illegal.
Read MoreIf you left your last job without receiving your full compensation, your former employer may be facing major consequences under federal and state law. When a worker either quits or is fired for just cause, his or her employer is required to pay their prior employee their earned wages.
Read MoreWhen you decide to take a position with a new organization, the employment contract offered to you may not provide you with the best protection. Before signing it, consider an employment contract review. A set of legal eyes inspecting your contract can help you avoid a headache and a heartache down the road.
Read MoreThe Arizona Employment Protection Act ensures that employees are protected when reporting illegal conduct that is occurring in the workplace.
Read MoreThe Equal Employment Opportunity Commission and the Americans with Disabilities Act protects employees from being discriminated against on the basis of a disability.
Read MoreSex or gender discrimination is when an employer treats someone poorly because of their sex. It is considered discrimination whether the person is applying for a work position or are a current employee.
Read MoreThe more prepared you are to consult with your lawyer, the more productive your consultation will be. Below are steps to help you make the most of the time you have with your attorney.
Read MoreAny time Arizona convicts you of a moving traffic violation or you forfeit bail following one, the state will issue points that go against your permanent driving record. If you collect 8 or more points within any 12-month time period, Arizona may require you to go to Traffic Survival School. You could also have your driving privileges suspended for as long as a year. Here, you’ll find detailed information about the points that the state issues based upon the type of offense.
Read MoreThe Americans with Disabilities Act (“ADA”) aims to prevent discrimination against individuals with disabilities. Not every employee who has a medical condition is protected under this Act. To be protected by this Act an individual must be qualified for the job and have a disability defined by the law.
Read MoreAn employer is prohibited from terminating, demoting, harassing, or otherwise “retaliating” against an employee for engaging in a protected activity, such as reporting discrimination. The laws prohibiting discrimination based on race, color, sex, religion, national origin, age, disability, and genetic information also prohibit retaliation.
Read MoreWhether your routes are long hauls or short deliveries, many drivers rely on their commercial driver’s license (CDL) to make a living, and it is important to understand the impact traffic violations can have CDLs. While the point system for minor violations and the limit of points tolerated before license suspension varies from state to state, there are a number of commonalities between the states regarding serious and major offenses.
Read MoreThe Fair Labor Standards Act (“FLSA”) requires employers to provide reasonable accommodations to breastfeeding mothers. Section 7 of the FLSA requires employers to provide “reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk.” 29 U.S.C. 207(r)(1)(A).
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