Legalbistro - Employment Law lawyer

Employment Law lawyer

Did you know that:The Immigration and Nationality Act (INA), 8 U.S.C. § 1324b prohibits: 1) citizenship status discrimination in hiring, firing, or recruitment or referral for a fee, 2) national origin discrimination in hiring, firing, or recruitment or referral for a fee, 3) document abuse (unfair documentary practices during the employment eligibility verification, Form I-9, process, and 4) retaliation or intimidation. (US Department of Justice)

Did you know that:Employers may not request more or different documents than are required to verify employment eligibility, reject reasonably genuine-looking documents, or specify certain documents over others with the purpose or intent of discriminating on the basis of citizenship status or national origin. U.S. citizens and all work authorized individuals are protected from document abuse. (US Department of Justice)

Did you know that:Employers may not treat individuals differently because of their place of birth, country of origin, ancestry, native language, accent, or because they are perceived as looking or sounding "foreign." All U.S. citizens, lawful permanent residents, and work authorized individuals are protected from national origin discrimination. The Equal Employment Opportunity Commission has jurisdiction over employers with 15 or more employees. (US Department of Justice)

Did you know that:Individuals who file charges with OSC, who cooperate with an OSC investigation, who contest action that may constitute unfair documentary practices or discrimination based upon citizenship or immigration status, or national origin, or who assert their rights under the INA's anti-discrimination provision are protected from intimidation, threats, coercion, and retaliation. (US Department of Justice)

Did you know that:Individuals who believe they have suffered discrimination may call the OSC toll-free Worker Hotline at 1-800-255-7688 [Voice] or 1-800-237-2515 [TTY] (US Department of Justice)

Did you know that:The Freedom of Information Act (FOIA), 5 U.S.C. Section 552, is a statute that provides a process by which every person may request access to federal agency records or information. Federal agencies, such as the Equal Employment Opportunity Commission, are required to disclose records upon receiving a written request for them unless those records are protected from disclosure by any of the nine exemptions and three exclusions of the FOIA. The FOIA applies only to federal agencies and the records in their custody. (Equal Employment Opportunity Commission)

Did you know that:Employers may not treat individuals differently because they are, or are not, U.S. citizens or work authorized individuals. U.S. citizens, recent permanent residents, temporary residents, asylees and refugees are protected from citizenship status discrimination. Exceptions: permanent residents who do not apply for naturalization within six months of eligibility are not protected from citizenship status discrimination. (US Department of Justice)

Did you know that:Title VII of the Civil Rights Act of 1964 (Title VII) makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business. (Equal Employment Opportunity Commission)

Did you know that:An EEOC representative will contact the employee and employer concerning their participation in the program. If both parties agree, a mediation session conducted by a trained and experienced mediator is scheduled. While it is not necessary to have an attorney or other representation in order to participate in EEOC's Mediation Program, either party may choose to do so. It is important that persons attending the mediation session have the authority to resolve the dispute. If mediation is unsuccessful, the charge is investigated like any other charge. (Equal Employment Opportunity Commission)

Did you know that:Discriminatory practices under the laws EEOC enforces also include constructive discharge or forcing an employee to resign by making the work environment so intolerable a reasonable person would not be able to stay. (Equal Employment Opportunity Commission)

Dissatisfiers - Factors, such as working conditions, job functions, pay and benefits or organizational policies and practices, that contribute to employee dissatisfaction.

Diversity - A broad definition of diversity ranges from personality and work style to all of the visible dimensions of diversity such as race, age, ethnicity or gender, to secondary influences such as religion, socioeconomics and education, to work diversities such as management and union, functional level and classification or proximity/distance to headquarters.

Downgrading - The practice of moving an employee to a job that has a lower pay grade or level of responsibility or skill.

Displaced Workers - Individuals who have lost their jobs due to a plant closing, relocation, downsizing or position elimination.

Downshifting - Refers to employees who choose to accept or remain in lower level or lower paying jobs in order to satisfy their personal and family needs.

Diversity training - A fundamental component of a diversity initiative that represents the opportunity for an organization to inform and educate senior management and staff about diversity. The purpose of training is not only to increase awareness and understanding of workplace diversity,but also to develop concrete skills among staff that will facilitate enhanced productivity and communications among all employees.

Dress Code - An organizational policy or rule to be used by employees as a guideline as to what is considered appropriate attire for the workplace.

Documentation - Refers to written notices, records, forms, memos, letters and so forth used during disciplinary proceedings

Domestic Partner Benefits - Benefit plan provided by an employer that recognizes individuals who are of the same or opposite sex as spousal equivalents for purposes of health care coverage. Domestic partners are typically defined of as individuals that have lived together in the same residence for a specified period, are responsible for each other's financial welfare, are not blood relatives, are at least 18 years of age, are mentally competent, are life partners and would get legally married should the option become available, are registered as domestic partners if there is a local domestic partner registry, and are not legally married to anyone else.

Downsizing - The process of reducing the employer’s workforce through elimination of positions, management layers, processes, functions, etc.

Erik Grant Chappell

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Member

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Lyden, Liebenthal & Chappell, Ltd.

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John P. Hayward

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Partner

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Spengler Nathanson P.L.L.

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Margaret J. Lockhart

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Shareholder

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Cooper & Kowalski LPA

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Biography:

Editor-in-Chief, Rutgers Law Review, 1985-1986. Law Clerk to the Hon. Robert DeMascio, U.S. District Court, Eastern District of Michigan, 1986-1988. Judge Pro Tempore, Perrysburg Municipal Court, 1994-2005. Fellow: Ohio State Bar Foundation; Litigation Counsel of America. (Certified Specialist in Labor Employment Law, Ohio State Bar Association)