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- Pharmacist sues Wal-Mart for unlawful termination after complaints of understaffing
- EEOC and Maryland Attorney settle FMLA and ADA claims for $125,000
- Excellent employment law website is now open to the general public
- If your employment is terminated you may be able to continue your health insurance coverage with 65 percent of your premium paid by your employer
- Employment discrimination - new Position Statement of American Diabetes Association
Firm News
Wrongful discharge case filed against Wal-Mart by former pharmacist
Posted on 1/31/2010
Client sues Charles Town Race Track for Race and Disability Discrimination
Posted on 10/23/2009
Man says he was fired by employer for cooperating with the police
Posted on 8/15/2009
Sexual Harassment and Termination Case Resolved
Posted on 6/2/2008
New Employment Case Filed Against Mastec
Posted on 2/27/2008
Vacation pay must be paid now in Maryland
Posted on 1/3/2008
- Jury Orders Madison Square Garden to Pay for Harassment
Posted on 10/3/2007
Racial Discrimination Case
Posted on 9/7/2007
Former Coach Sues Shepherd University
Posted on 8/30/2007
Library
Employment Law
Admissibility of electronic evidence in employment cases
Article concerning the ability to contact an employee of an adverse corporation in civil litigation.
Fourth Circuit decision overturning summary judgment in an age discrimination suit.
Technical Assistance Manual providing disability discrimination information pertinent to the ADA
Changes in COBRA law help employees maintain their health insurance after employment discharge
Waddell Law Offices Blog
Waddell Law Offices BlogEmployment Law
EEOC and Maryland Attorney settle FMLA and ADA claims for $125,000
Attorney Kathleen Cahill of Towson, MD, and to Maria Morocco of the EEOC's Baltimore office obtained a $125,000 settlement on behalf of a client, whose employer refused to allow her to return to work after she recovered from surgical complications related to her breast cancer.The claims brought on behalf of the plaintiff included a Family Medical leave Act (FMLA) claim as well as a claim under the Americans with Disabilities Act (ADA). The client is presently cancer-free.
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Case Results
Employment Law
$150,000 settlement of sexual harassment, retaliation and wrongful termination lawsuit
$85,000 Settlement for sexual harassment
Awarded: $85,000
$85,000 Verdict for racial harassment
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$150,000 Settlement in wrongful termination case brought by store manager
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$400,000 Settlement in racial harassment case
Awarded: $400,000
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1. Forced me to go back to work or face the consequences after I informed them I would be on FMLA and submitted WH-380 form.
2. I was not able to back since my husband was totally disabling at the time.
3. I was placed on PIP program after the second day I returned to work.
4. During the time I was on PIP, I sent both PIP response and PIP feedback response to them, and my response clearly proved that I did not have Performance issue.
5. Two days later after I sent my PIP response to my employer proved that the PIP was retaliation of my using of and taking of FMLA. I was fired today.
7. I also proved that my boss was very abusive and intimated and yelled me all the time so that I had to see a doctor to feel better.
I have doctor’s note here.
If you want to help, please let me know