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Can You Be Fired for Having Your Period at Work?

'Every woman dreads getting period symptoms when they're not expecting them,' said Alisha Coleman, 'but I never thought I could be fired for it.' It's not a legal question often asked, but Coleman should know better than most. She was fired from a 911 call center in Georgia, allegedly after experiencing heavy menstrual symptoms related to the onset of menopause while at work. With help from the American Civil Liberties Union, she is now suing her former employer, the Bobby Dodd Institute, for gender discrimination. "I don't want any woman to have to go through what I did," Coleman stated. Working Woman According to her suit, Coleman was experiencing symptoms of premenopause at the time of her firing, which can include "irregular and unpredictable sudden onset menstrual periods, which could be heavy at times." In August of 2015, Coleman "unexpectedly experienced a sudden onset of her menstrual period that resulted in her accidentally leaking menstrual fluid on her office chair." She reported the event to her supervisor, who advised her to leave the premises to change clothing. Soon after her supervisor and HR Director warned her "that she would be fired if she ever soiled another chair from sudden onset menstrual flow." In April of 2016, some menstrual fluid unexpectedly leaked onto the carpet when Coleman got up to walk to the bathroom. Despite immediately cleaning the spot with bleach and disinfectant, Coleman was terminated, allegedly for her failure to "practice high standards of personal hygiene and maintain a clean, neat appearance while on duty." Workplace Legal Protections Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of sex. The Pregnancy Discrimination Act of 1978 amended the Civil Rights Act, barring discrimination of "women affected by pregnancy, childbirth, or related medical conditions." The question Coleman's lawsuit raises is whether either or both laws apply to women undergoing menopause. The Bobby Dodd Institute argued against that proposition in its motion to dismiss the suit, and said Coleman wasn't targeted for being female. A district court judge agreed and dismissed her case in June, ruling it was not clear that Coleman's treatment for "excessive menstruation was treated less favorably than similar conditions affecting both sexes," or that "male employees who soiled themselves and company property due to a medical condition, such as incontinence, would have been treated more favorably." The ACLU took up her case, filing an appeal on her behalf. "Employers have no business policing women's bodies or their menstrual cycles," said Andrea Young, ACLU of Georgia executive director in a statement. "Firing a woman for getting her period at work is offensive and an insult to every woman in the workplace ... That's wrong and illegal under federal law. We're fighting back." Related Resources: Find an Employment Lawyer in Your Area (FindLaw's Lawyer Directory) Pregnancy Discrimination Warning Signs (FindLaw's Law and Daily Life) 5 Reasons You Can't Be Fired From Your Job (FindLaw's Law and Daily Life) When Can You Sue for Wrongful Termination? (FindLaw's Law and Daily Life)
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Can I Sue for a Heatstroke Injury?

Heatstroke is one of the more common causes for injuries over the summer. It occurs when a person's body temperature rises above 104 degrees due to sun/heat exposure. A person suffering from heatstroke requires immediate medical care. If left untreated, it can damage a person's brain, heart, kidneys, and muscles. Fortunately, individuals can usually prevent heatstroke by finding ways to cool down before it's too late, such as finding some shade, hydrating, even jumping in a pool, or just taking a shower. However, it is not always possible to prevent heatstroke, and sometimes, another person, or business entity, could even be liable for it. Below, you'll find three examples of when a person might be able to sue due to a heatstroke injury. 1. Employees Without Climate Control In the employment context, employers are required to maintain safe working conditions for their employees. In non-climate control environments, this requires ensuring employees have sun protection, the ability to stay hydrated, and are able to get relief from the heat. Even when an employer makes every effort to prevent employees from suffering a heatstroke, if it happens on the job, the employee will likely be able to qualify for workers' compensation. 2. Kids and Supervision When children play outdoors during the summertime, generally, whoever is supervising the children could potentially be liable if a child is injured due to overheating in the sun. This is due to the fact that preventing it is as easy as making sure kids drink water and don't stay in the sun too long. During heat waves, schools will often hold recess indoors to mitigate this risk. Day care facilities, after school programs, recreational sports coaches, schools, and even individual babysitters and other parents can be held liable if a child in their care is injured. 3. Outdoor Activities and Events Businesses and event organizers can also face liability to individuals that suffer heatstroke at their events or on their premises. Generally, if there are outdoor features, or it is an outdoor event or business, consumer safety is important. Events need to make sure that there are heat relief areas that can help cool people down and help people hydrate. Businesses need to be cautious with outdoor activities and ensure they monitor, or minimally warn, consumers for heat injury. Related Resources: Find Personal Injury Lawyers in Your Area (FindLaw's Lawyer Directory) How to Avoid Heat Stroke: Elderly at Risk With Temperatures Soaring (FindLaw's Common Law) Fan Sues Dallas Cowboys for Burned Butt (FindLaw's Injured) NYC Inmate 'Baked to Death' in Hot Jail Cell: Report (FindLaw's Injured)
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Teen Dies After Gym Teacher Refuses Asthma Inhaler Request

'When a child is in the school district, from the time they get there, the school is responsible for their safety.' So said attorney Jay Dorsey, who is representing the family of a 14-year-old girl who collapsed and died after a gym teacher refused repeated requests to retrieve her inhaler from her locker. The family has filed a federal lawsuit against the county board of education, the high school where it happened, and the unnamed gym teacher, charging them with civil rights violations, wrongful death, gross negligence, and negligence in hiring and supervising employees. Asthma Attack The incident happened in Montgomery County, Maryland, and Washington's NBC4 first reported on the lawsuit. According to the suit, Taylor Walton began having an asthma attack during gym class in November 2015, and asked the teacher twice to leave class and get her inhaler: A third time, Taylor again approached the John Doe Gym Teacher and stated that she was still having severe problems breathing and that she (was) leaving class to get her inhaler ... Thereafter, Taylor left the gym class. As Taylor was observed leaving the gymnasium, there were no efforts by Defendant Gym Teacher or other members of the gym staff to accompany her to her locker to help her get her inhaler or to secure her safety. Taylor was found by another school employee, collapsed on the steps outside the gym. Efforts to revive her by school staff and emergency responders were unsuccessful. School Board Breach According to the lawsuit, Taylor had suffered a prior asthma attack in the same gym teacher's class before, school officials we aware she suffered from asthma, and were required to distribute an "emergency treatment plan" to her teachers. Taylor's family is seeking $10 million from the Montgomery County Public School district. "The actions or omissions of the Defendant Board and its staff ... breached the duty owed Taylor," the lawsuit alleges. "Each individual breach by the Board and staff, or in concert with each other, was a substantial factor in proximately causing injury and then death of Taylor." Related Resources: Find Wrongful Death Lawyers Near You (FindLaw's Lawyer Directory) When Are Schools Liable for Student Injuries? (FindLaw's Injured) How Do You Sue a School District? (FindLaw's Injured) Max Gilpin School Football Death Suit Settles (FindLaw's Injured)
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Suing for Injuries at Walmart and Other Big Box Stores

If you are injured by someone else’s negligence while shopping at a Walmart, or any big box store, you may be wondering what you need to do in order to recover. Depending on how the injury happened, you may be able to negotiate a settlement with a claims representative. If your claim is against Walmart itself, you’ll likely need to file a lawsuit against the store (as Walmart has a bad reputation for not settling injury claims). What might come as a shock to many is that Walmart tops the charts when it comes to the number of lawsuits they face annually. While recent statistics are difficult to track down, at one point, the goliath faced approximately 5,000 new cases per year, or nearly 13 lawsuits every single day. In and Around the Big Box Big box stores like Walmart, Target, and Costco typically will have internal procedures that they will want to follow to document an injury that occurs on their premises. Usually, the internal procedures require the store management to gather information about how the injury occurred, as well as collecting witness information. If the injury is severe, sometimes a store may require a person be transported via ambulance, or be treated by paramedics on-site. While it may be helpful for your legal case to cooperate when injured, focusing on your health and safety should be your first priority. Lawsuits from slip and fall injuries in stores are fairly common. Depending on your state’s laws, and how your injury occurred, the complexity of your case can vary drastically. Not all injuries are the result of negligence, or the fault of another. In some states, slip and fall injuries put a much higher burden of proof on the plaintiff than in others. Typical personal injury claims while shopping at a retail store will be for negligence or premises liability. Product and Delivery Driver Liability In addition to all the lawsuits Walmart faces for in-store injuries by customers and employees, lawsuits also occur over delivery drivers accidents and dangerous products. Most prominently, comedian Tracy Morgan was involved in a fatal bus accident caused by a Walmart truck, which resulted in a rare high value settlement from Walmart, rumored to be close to $100 million. Related Resources: Injured in an accident? Get matched with a local attorney. (Consumer Injury) Disabled Woman’s Parents Sue Walmart Over Shoplifting Arrest (FindLaw’s Injured) Walmart Dress Caused Sexless Marriage, Lawsuit Claims (FindLaw’s Legally Weird) Long-Haired Woman Sues Walmart Over Shampoo-Related ‘Suffering’ (FindLaw’s Legally Weird)
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Fair Housing Act Protects LGBT Couples

The Fair Housing Act, passed as part of the Civil Rights Act of 1968, protects renters and home buyers from a variety of discrimination based on everything from sex, race, and national origin to religion, marriage status, and pregnancy. But until Wednesday of this week, no court had extended those protections to include lesbian, gay, or transgender people. That all changed when a federal court in Denver ruled that sex discrimination under the Fair Housing Act includes discrimination based on gender and sexual orientation, including discrimination motivated by outdated stereotypes about how men and women should act and with whom they should romantically partner. Judicial Protection Rachel Smith, a transgender woman, and her wife Tonya Smith attempted to rent a townhouse for themselves and their two children in Boulder, Colorado, but were denied, according to their lawsuit, because the landlord did not approve of their "unique relationship." In a ruling their lawyer believes is the first of its kind, the court found that LGBT renters are protected from such discrimination under federal law. "This is the first case under the Fair Housing Act dealing with gender identity where there's been liability found for discrimination based on stereotypes," Omar Gonzalez-Pagan told the Washington Post. "It demonstrates the importance of bringing these cases. Housing discrimination is a significant unreported problem" for LGBT people. Judicial Reasoning The district court's ruling mirrored one issued a day earlier by the U.S. 7th Circuit Court of Appeals in Chicago. There, the court ruled that Title VII of the Civil Rights Act prohibits employment discrimination based on sexual orientation. Both courts found that sexual stereotyping is a form of sex discrimination, and therefore illegal under federal statutes that bar discrimination based on "sex." In doing so, the courts relied on a 1989 Supreme Court case holding that male partners and managers discriminated against a female employee when they said she needed to "walk more femininely, talk more femininely, dress more femininely, wear make-up, have her hair styled, and wear jewelry" in order to advance. In the Smith's case, U.S. District Judge Raymond P. Moore wrote, "Such stereotypical norms are no different from other stereotypes associated with women, such as the way she should dress or act (e.g., that a woman should not be overly aggressive, or should not act macho), and are products of sex stereotyping." Such sexual stereotyping is illegal under federal law, and therefore the landlord's refusal to rent to the Smith's based on their relationship violated the Fair Housing Act. Related Resources: Find Landlord-Tenant Lawyers Near You (FindLaw's Lawyer Directory) Can Landlords Discriminate Against Unmarried Couples? (FindLaw's Law and Daily Life) Housing Discrimination for LGBT Couples (FindLaw's Learn About the Law) Understanding Your Rights: Housing Discrimination (FindLaw's Learn About the Law)
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Can You Sue a Gym for Faulty Equipment?

Americans love the gym. Whether we miss the activity and exercise from recess and gym class in school or we're wistful for the waistline from our younger days, millions of us are spending millions of hours in the gym and millions of dollars on gym memberships. And we expect that gyms will show the same dedication to their equipment -- buying the best and maintaining equipment in the best condition. But what happens when that doesn't happen? Are gyms liable for injuries caused by faulty equipment? Waive Goodbye? Like any other business, gyms have a duty to keep their patrons safe. But, when it comes to lawsuits regarding a gym's equipment, that liability can be complicated by a couple of factors. The first hurdle to a lawsuit may be a liability waiver, if you signed one. Many, if not all gyms require members to waive injury liability, and whether that waiver will prevent you from filing an injury lawsuit will depend on the terms of the agreement. Some liability waivers only bar lawsuits based on gym or employee negligence, and are generally upheld in court. Other waivers attempt to provide total immunity for gyms, but can be found unenforceable if they're too broad. A gym's waiver may attempt to limit liability for equipment-related injuries, but may not cover instances where the gym failed to maintain the equipment properly, or knew the equipment was faulty and failed to fix it. Gym Defects Certain equipment, like treadmills, can be inherently dangerous. And some equipment may have been designed or manufactured poorly or lack adequate warnings regarding its proper use. Gym equipment manufacturers have a duty to ensure their products are safe, and may be strictly liable if a person is injured using on their product. Product liability claims against gym equipment manufacturers can be based on: Defects in Design: The gym equipment's design is flawed making it unreasonably dangerous to users; Defects in Manufacturing: The equipment was improperly manufactured, dangerously departing from the intended design; or Defects in Warnings: The equipment lacks adequate instructions or warnings, rendering the product unreasonably dangerous. While equipment manufacturers can be liable for defects in their products, gyms may also be liable if they knew the equipment was dangerous and did not fix or remove it. If you've been injured at the gym and think a faulty piece of equipment was to blame, contact an experienced personal injury attorney near you. Related Resources: Injured in an accident? Get your claim reviewed by an attorney for free. (Consumer Injury) Top 5 Legal Tips for Gym Injuries (FindLaw's Injured) Treadmill Accident Leads to Brain Injury Lawsuit (FindLaw's Injured) Gym-aholics Be Warned: LA Fitness Wins Injury Lawsuit With Liability Waiver (FindLaw's Injured)
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Federal Court: Civil Rights Act Protects Gay, Lesbian Workers From Discrimination

Title VII of the Civil Rights Act prohibits discrimination against employees based on race, color, religion, sex, or national origin. Because it was enacted in 1964, many have wondered whether gay and lesbian workers were also protected under the law. The Seventh Circuit Court of Appeals answered that question this week, ruling that Title VII protects employees from discrimination on the basis of sexual orientation. The court reasoned that the statute's ban on sex discrimination also prohibited sexual orientation discrimination because, among other reasons, the discrimination is based on outdated gender stereotypes. Here's a look: Stereotypical Discrimination The plaintiff in the case, Kimberly Hively, contends that she was passed over for full-time employment at Ivy Tech Community College because she is lesbian. Her central claim, as it pertains to Title VII, is that this discrimination was based on her sex or gender -- that, had she been a man, she would not have been discriminated against for being sexually attracted to women. And the majority found it persuasive: Viewed through the lens of the gender non-conformity line of cases, Hively represents the ultimate case of failure to conform to the female stereotype (at least as understood in a place such as modern America, which views heterosexuality as the norm and other forms of sexuality as exceptional): she is not heterosexual ... Hively's claim is no different from the claims brought by women who were rejected for jobs in traditionally male workplaces, such as fire departments, construction, and policing. The employers in those cases were policing the boundaries of what jobs or behaviors they found acceptable for a woman (or in some cases, for a man). Essentially, Hivey was still discriminated against based on her sex in that she did not conform to stereotypes about female sexual orientation. A Definitive Decision? The court's decision is groundbreaking. Until now, the majority of courts interpreting Title VII have held that it did not cover discrimination based solely on sexual orientation. While the Second Circuit found that sexual-orientation discrimination wasn't explicitly prohibited by Title VII, it recently found that gay workers who were subject to gender stereotyping still had the right bring sex discrimination claims. The Supreme Court has yet to decide the issue, but may need to soon, giving the disagreement between circuits. For now, the Seventh Circuit's ruling applies only to its own jurisdiction: Illinois, Indiana, and Wisconsin. Related Resources: Find Employment Lawyers Near You (FindLaw's Lawyer Directory) Seventh Circuit Holds That Title VII Forbids Anti-Gay Job Discrimination (The Washington Post) LGBT Worker Protections Missing in Mississippi and Most States (FindLaw's Law and Daily Life) 5 Signs of Employment Discrimination (FindLaw's Law and Daily Life)
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Top Legal Questions About the President’s Power

There were certainly questions about presidential power during Barack Obama's presidency, especially when it came to Obamacare and his executive actions on gun control. But those questions have reached a fever pitch under President Donald Trump, as he has attempted to remake the presidency in his own image. So what are the limits on the president's power, if any? 1. Can President Trump Change the Constitution? As a candidate, Trump proposed quite a few constitutional amendments. Now that he's president, can he make them happen? Even though a president can't unilaterally change the text of the Constitution, he can direct executive agencies in their interpretation and enforcement of its provisions. 2. What Power Does the President Have Over Deportation Policy? There are reports of immigration officials pulling undocumented persons out of hospitals. Is this a new practice? And how much impact can President Trump have on choosing who to deport and why? 3. Can the President Really Curb Speech of Federal Agencies? Trump's White House issued directives to several federal agencies, looking to limit public statements and social media posts regarding matters that the previous administration supported. But do those orders violate federal employees' First Amendment rights? 4. Ethics Rules for White House Employees There are strict ethics rules regulating what government officials should do when they have a personal financial interest in a certain business or industry, generally requiring the official to disclose their interest and recuse themselves from work where there could be a conflict of interest. But the Trump administration appears to be playing fast and loose with those rules. 5. Can Trump Cancel the Iran Deal? Previous President Barack Obama's administration brokered a historic nuclear agreement with Iran in 2015, an accord current President Donald Trump has called "the stupidest deal of all time." Does that mean the current administration can back out of the deal? Related Resources: Find Civil Rights Lawyers Near You (FindLaw's Lawyer Directory) Trump's First Week as President (FindLaw's Law and Daily Life) Do Restrictions on Protests Violate the Constitution? (FindLaw's Law and Daily Life) Trump's New Travel Ban Blocked Like the Old Travel Ban (FindLaw's Law and Daily Life)
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NY Brain Surgeon Faces Three Malpractice Lawsuits

One of the leading brain surgeons that co-founded the North Shore University Hospital’s Chiari Institute is facing three malpractice lawsuits over surgeries to correct Chiari malformations. The suits all allege that Dr. Bolognese improperly or needlessly performed a surgery to correct a Chiari malformation in each of the three separate plaintiffs. The Chiari malformation is a rare condition where part of the brain forms under the brainstem where it connects with the neck and spinal cord. The effects of a Chiara malformation are varied from no symptoms at all, to severe. Currently the only treatment is surgery. History of Getting Sued Dr. Bolognese has seen quite a bit of trouble. According to one source, though the doctor was not out of operating room for long, he was suspended back in 2010 for failing to show up for a surgery. Also, he has faced approximately 20 medical malpractice lawsuits. In addition to the malpractice lawsuits, a former employee who sued her hospital for sexual harassment, described some very strange behavior by Dr. Bolongese during surgery, including disappearing mid surgery and openly using expletives when frustrated. A Surgeon’s Malpractice Liability Surgeons, like any other doctor, can commit medical malpractice. Discovering surgical malpractice is difficult however as frequently patients are under anesthetic and therefore unaware while the surgeon is working. If it is something obvious, like the surgeon operated on the wrong body part or patient, this will be easily discovered. However, if a surgical sponge or other implement was left behind, or the surgery was unnecessary, or some other avoidable mistake occurred, discovering the problem is the first step and may require expert medical assistance. Once the mistake or problem is discovered, it must be determined, generally by more medical or surgical experts, whether the surgeon in your case fell below the standard of care. This means that a surgery that doesn’t work isn’t necessarily grounds for a malpractice suit. It only will be grounds for a lawsuit if the doctor made a mistake that made the level care provided fall below the standard of care that should have been provided. Related Resources: Injured my medical malpractice? Get matched with a local attorney. (Consumer Injury) When to Sue a Chiropractor for Injury (FindLaw’s Injured) 5 Controversial Medical Treatments Still Used Today (FindLaw’s Injured) When to Sue a Pediatrician for Malpractice (FindLaw’s Injured)
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Timeline for Your Workers’ Compensation Claim

If your first thought after a work injury isn't, "When can I get back to work," it's probably, "When can I get paid for getting injured at work." Missing work is tough, especially if you're missing paychecks, too. If you got injured on the job, you probably know you can file a workers' compensation insurance claim. But how long is that going to take? While all cases are unique, here's a quick look at what to expect from your workers' comp claim. Your Steps The timeline for your workers' compensation claim begins at your injury, and there are some steps you'll want to take immediately to ensure your claim is reviewed and completed as quickly as possible. First, take care of yourself and seek any necessary medical attention, even if you're worried you can't afford it. Most states require employers or their insurance company to pay for an injured employee's medical bills as soon as they file a claim. So you do not have to wait until your claim is approved to receive compensation for medical costs. Second, report the injury to your employer, and, if possible, report the injury in writing and keep a copy of the report for personal records. Your employer is then required to offer you a claim form immediately. Make sure the claim form is filled out completely and specifically and that you file it as soon as possible. You should also keep a copy of your completed claim form for your records as well. Employer and Insurer Steps Once your employer receives your claim form, it is their responsibility to immediately notify their insurance company and arrange medical assistance and compensation for you. Your employer may also be required to complete and file a wage verification form with the insurer within a certain amount of time after your claim or compensation form. After receiving your claim, the insurer generally has 30 days to either accept or deny your claim and notify you of its decision. (Be aware this time limit can vary by state.) If your claim is approved, the insurer must start paying out benefits soon after. If your claim is denied, you can request a hearing to review the decision. There is a time limit on the request for a hearing, normally around 60 days after you received notice of denial. A hearing date will then be set, usually within 30 days of your request. After the hearing, the hearing officer normally has 15 days to make a final decision. If you need help filing a workers' comp claim, or if your claim has been denied, you may want to contact a local workers' comp attorney for advice. Related Resources: Hurt on the job? Have your injury claim reviewed for free. (Consumer Injury) How Long Do I Have to Be Employed to Get Workers' Comp? (FindLaw's Injured) How Long Will Workers' Compensation Benefits Last? (FindLaw's Injured) When Is It Too Late to Sue for Injury? (FindLaw's Injured)
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