Yes, your former employer can and sometimes does retaliate against you after you’ve left – whether you resigned, were terminated, or retired. Post-employment retaliation happens
Yes, temporary disabilities can qualify for full ADA protection when they substantially limit one or more major life activities—regardless of how long they’re expected to
Non-compete and non-solicitation clauses are restrictive covenants that limit your ability to work for competitors or contact former clients and colleagues after leaving your job.
The “severe or pervasive” standard determines whether workplace harassment violates federal anti-discrimination laws. You don’t need both—harassment must be either severe enough that a single
A release of claims in a severance agreement is a legal provision where you waive your right to sue your employer for virtually all employment-related
Yes, severance payments are fully taxable as ordinary income and subject to federal income tax (typically 22% supplemental withholding rate), state and local taxes, plus
No, in most cases, your employer cannot force you to retire based solely on your age—it’s been illegal since 1986 under the Age Discrimination in
The most common ADA violations include inaccessible entrances (missing ramps, narrow doorways), non-compliant restrooms (inadequate space, missing grab bars), insufficient accessible parking, service animal discrimination,
Temporal proximity is the time gap between when you engage in a protected workplace activity (like reporting discrimination or filing an EEOC complaint) and when
After wrongful termination, you maximize your settlement by negotiating before filing formal complaints when your employer faces $75,000-$125,000 in potential litigation costs. Start by documenting
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