Plaintiff seeks to recover actual, compensatory, liquidated, and punitive damages for discrimination based upon discrimination concerning his disability. Plaintiff submits a request to the court for lost salary and benefits, future lost salary and benefits, and compensatory damages for emotional pain and suffering.
Alabama Complaint For Discriminatory Discharge Based Upon Race and Physical Handicap Jury Trial Demand
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FAQ
To establish a prima facie case of retaliatory discharge, the complainant must prove: That he or she engaged in protected activity under the STAA; That he or she was the subject of adverse employment action; and. That there was a causal link between his or her protected activity and the adverse action of the employer.
A prima facie case is the establishment of a legally required rebuttable presumption. A prima facie case is a cause of action or defense that is sufficiently established by a party's evidence to justify a verdict in his or her favor, provided such evidence is not rebutted by the other party.
To establish a prima facie case of disparate treatment under Title VII, a plaintiff must show ?(1) he is a member of a protected class; (2) he was qualified for his position; (3) he experienced an adverse employment action; and (4) similarly situated individuals outside his protected class were treated more favorably.? ...
2003)(To establish a prima facie case of hostile work environment sexual harassment by non-supervisory co-workers, a plaintiff must establish all of the following: 1) membership in a protected group, 2) the occurrence of unwelcome harassment, 3) a causal nexus between the harassment and her membership in the protected ...
Disability discrimination occurs when an employer or other entity covered by Title I of the Americans with Disabilities Act (ADA) (which protects private and state and local employees) or the Rehabilitation Act (which protects federal employees) treats a qualified employee or applicant unfavorably because of disability ...
To provide prima facie evidence, or evidence that is sufficient to raise a presumption in court, of a hostile work environment, an employee must demonstrate that: The employee was subjected to a work environment he or she found intimidating, hostile or offensive.
Employers, landlords, lenders, and others covered by federal civil rights law may not discriminate on the basis of race, color, religion, national origin, disability, gender, citizenship status, genetic information, or age.