纽约市调查局被残疾员工起诉:判决结果表明原告门槛显著提高

June 6, 2019

纽约市调查局(DOI)的一名听力残障员工不久前起诉了自己的东家,称在他任职期间,雇主因为他又听力残疾而对他施加了多次不利的雇佣行为,其中也包括最终给他降职。他还声称,调查局不但没有为他提供合理的便利,反而对他进行报复。

 

然而地区法院认为,该员工并没有成功证明他的听力障碍是引发不利行为的主导原因。2019年4月18日,第二巡回上诉法院同意了地区法院的回应,驳回了该员工的上诉。

 

ADA 规定了什么?

ADA禁止雇主在进行雇员招聘、提拔或者解雇的时候对一位称职的残疾雇员区别对待。另外,当雇主拒绝向残疾员工提供合理便利时,如果该员工能够证明他/她在得到合理便利的情况下可以完成基本的工作职责,那么雇主可能面临诉讼风险。事实上,提出任何类型索赔的原告都必须证明其残疾与不利就业行为之间存在“一定的因果关系”。在此次案件之前,于第二巡回法院内起诉的ADA案件均以“混合动机”法来分析因果关系,而如今第二巡回法院认为,在ADA法规下,原告必须证明残疾与不利行为的“若非”关系(but-for cause),而非“混合动机”关系。

 

什么是“若非”关系?

“若非”关系比“混合动机”关系要求更苛刻。“混合动机”顾名思义,原告只需要证明其残疾是雇主采取不利的就业行为的其中一个动机即可,哪怕雇主还有类似“雇员工作糟糕”这样的合法动机。而“若非”的定义是,若非其残疾,该不利行为不会产生,也就是说,原告需要证明前者是后者主导动机。

 

对雇主的影响

需要注意的是,此次是第二巡回上诉法院第一次进行这样的判决,尽管以后的ADA案件可以把这个判决作为有价值的辩护依据,但是采用“若非”原则是否成为定论目前还说不准。

 

因此,雇主仍须保持谨慎,因为ADA案件除了涉及到大量的诉讼和上诉费用之外,雇主依然可能面临损害赔偿的风险,所以雇主应该继续努力来减轻此类索赔带来的风险。如:

  • 应该维护和执行反歧视政策;

  • 为主管和员工提供反歧视培训和指导;

  • 与要求住宿的员工进行并记录对话;

  • 并确保定期制作和维护不良工作表现和/或纪律问题的记录。

未来面临以反歧视法规要求索赔的案件,以上文件将会是有效的辩护证据。

All rights reserved. All content of this blog is the property and copyright of Jia Law Group and may not be reproduced in any format without prior express permission.

 

Contact marketing@jiaesq.com for more information or to seek permission to reproduce content. This blog is intended for general information purposes only. It does not constitute legal advice. The reader should consult with knowledgeable legal counsel to determine how applicable laws apply to specific facts and situations. Blog posts are based on the most current information at the time they are written. Since it is possible that the laws or other circumstances may have changed since publication, please call us to discuss any action you may be considering as a result of reading this blog.  

 

By using this blog you understand that there is no attorney-client relationship between you and the Blog/Web Site publisher. The Blog/Web Site should not be used as a substitute for competent legal advice from a licensed professional attorney in your state.

Share on Facebook
Share on Twitter
Please reload

Evaluate your case
arrow&v
Let us know your interest:
Your language preference:

E-Verify® is a registered trademark of the U.S. Department of Homeland Security

LOCATIONS

New York Financial District Headquarters

225 Broadway 17th fl

New York, NY 10007

347 - 897 - 6199

Irvine Office

8 Corporate Park, Ste 300

Irvine, CA 92606

949 - 430 - 6329

New York Chinatown Office

7 Chatham Square, Ste 609

New York, NY 10038

646 - 495 - 0654

New York Flushing Office

136-68 Roosevelt Avenue, Ste 902 Flushing, NY 11354

646 - 500 - 8668

SOCIAL

instagram-01.png
linkedin-01.png
facebook-logo-01.png
youtube-01.png
wechat-01.png
weibo-social-logo-01.png
jialawgroupwebpayment.png

Pursuant to the amendments to the New York Rules of Professional Conduct governing attorney advertising in New York, this website may constitute advertising. Viewers of this website are advised that: Prior results do not guarantee a similar outcome. Attorney Advertising © 2019 Jia Law Group P.C. All Rights Reserved.

Icons made by Freepik from www.flaticon.com