Assistant Manager terminated after Request for Workers’ Compensation

Philadelphia – Lyle Goodman, former assistant manager, claims Walmart Store Inc. wrongfully terminated his employment for inquiring about workers’ compensation for medical reasons. Last April, Goodman filed a wrongful termination complaint against Walmart Stores Inc. in the U.S. District Court for the Eastern District of Pennsylvania.

In March 2015, Goodman said he endured a work injury. As a result of being injured, he requested workers’ compensation under the circumstances. The assistant manager says he was fired following his request. The plaintiff alleged that the major retail store breached the Pennsylvania Human Relations Act, the Americans with Disabilities Act, and the Family Medical Leave Act.

The wrongful termination lawsuit also claimed Goodman experienced being treated differently than the other employees because of his disability. In addition to enduring disparate treatment, Goodman said he was exposed to a hostile work environment. The plaintiff concluded the events leading up to his termination, and the alleged reason for his termination breached various federal and state employment laws.

Currently, Goodman holds Walmart Inc. at fault for firing him based on a request for workers’ compensation. As the pending wrongful termination complaint proceeds in court, a jury will be decided if Walmart Stores Inc. wrongfully terminated Goodman. The plaintiff is seeking monetary damages, the prohibition against the illegal policy the retail store allegedly follows, costs and expenses, and any other relief that the court grants.

The Effect of Wrongful Termination on Employees with Disabilities

Employees that work in spite of their disability are admirable individuals. Their disability can be a mental, physical, or medical impairment that causes their typical days to vary. In the event that an employee needs special accommodations to perform work duties, the workplace is required to make those specific accommodations, according to the Americans with Disabilities Act. In some cases, employees with disabilities may need some time off from work. The Family Medical Leave Act allows eligible employees to take up to 12 workweeks of unpaid leave and still remain employed.

No one wants to experience disparate treatment, which involves treating an employee differently than the other employees. Individuals with disabilities expect to be treated and respected as equals. If your employer is subjecting you to ongoing disparate treatment, you should immediately seek the legal assistance of an employment law attorney.

Employees who suffer from a disability beyond their control endure enough stress. Those individuals do not deserve to be coerced to work in an environment that’s deemed hostile. They also do not deserve to be discriminated against on the basis of their disability. Living with a disability is no choice. Anyone one can develop a disability. The moral of the story is, do unto others, as you would have them do unto to you. If employers and employees treat individuals in the workplace equally, the work environment could refrain from being hostile. Sadly, there are individuals with disabilities like Goodman who are mistreated and need legal guidance to seek justice and damages.

Seek Legal Guidance

If you have ever experienced a wrongful termination from your place of employment due to your disability in New York City, Miami, New Jersey, or Philadelphia, contact an employment discrimination attorney at the Derek Smith Law Group, PLLC in New York City, Miami, New Jersey, or Philadelphia. Our employment law attorneys are very skilled in their field. In addition to providing legal service to former employees who were wrongfully terminated, our lawyers also represent victims of sexual harassment and discrimination in all protected classes.

If you feel you have been the victim of workplace sexual harassment in New York City, Miami, New Jersey or Philadelphia or if your employment rights have been violated, call us at 800-807-2209 for a free consultation.