Most working professionals here in Connecticut are thankful for an employer who provides them with a job and steady income. At the same time, the employer should do what is necessary to ensure that an employee has a safe and comfortable environment to work. Indeed, that is more than an expectation: it is required by federal law. If an employee believes that standard has not been met (and they were dismissed from their jobs due to complaints about their employer’s failure), the worker may be justified in pursuing legal action.
Woman with documented condition sues Walmart
Such is the case for a South Dakota woman in her lawsuit against Walmart. The woman had worked for the company since 1993. During her many years there, she provided several letters to management from her doctors regarding an ongoing medical condition she deals with (she becomes susceptible to seizures when subjected to high-stress environments). Yet after several years of working as a night stocker, she was made to move to other areas. Eventually, management asked her to work as a cashier, to which she responded by expressing concern over such a position exacerbating her condition. She claims that the company fired her because of this.
Disabled workers may have grounds for wrongful termination
It is required by law that an employer is accommodating to employees suffering from a disabling medical condition. An employer may claim that its disciplinary action is due to factors other than an employee’s disability. However, when issues involving it are seemingly related to their dismissal, it should not be surprising that the employee claims they were wrongfully terminated.
Those who feel they have grounds for such a case may first want to seek the advice of an attorney with experience in handling matters involving employment law. As is the case here, the employee can often fight to get their job back, seek back pay with interest as well as damages for the emotional distress caused by the treatment and dismissal.
