Many actions that businesses might take aren't lawful because they go against laws that are set to protect employees. Even though there is a wide berth for what employers are allowed to do, they must never retaliate against an employee who engaged in a protected activity.
There are specific factors that employers can't consider when they are trying to determine certain employment actions. For some employees, age is one of these factors. The Age Discrimination in Employment Act (ADEA) prevents employers from considering the fact that a person is 40 years old or older as part of the employment process.
Learning that you lost your job when you didn't know that it was on the line is a traumatic experience. When you are in this situation, it is easy to get angry and act in an unprofessional manner. Taking that path may harm your future career, so make sure that you take a step back and behave like the professional you are.
When you have a disability, you might still be able to work to earn a living. You have specific protections for this under the Americans with Disabilities Act and other laws. Knowing these rights can help you ensure that your employer is remaining in compliance with them, which can provide you with an equal chance to support yourself as any fully abled body person would.
No employee should ever have to deal with employment-related decisions being made on personal factors that don't play a part in the business. Title VII of the Civil Rights Act of 1964, as well as some other laws like the Americans with Disabilities Act (ADA), set some clear legal standards for employees regarding discrimination.
Employment anti-discrimination laws are written to protect workers, but they can also be valuable to employers as well. Businesses function more productively when everyone (employees and management) understands the rules and expectations around hiring, firing and management of workers.