January 8, 2012 – An employee of Butterball, LLC was continuously subjected to a hostile work environment and subsequently fired because she is HIV-Positive. The U.S. Equal Employment Opportunity Commission (EEOC) lawsuit alleges that the employee reported the daily harassment to her supervisor, but the workplace harassment continued. The plant manager was aware of the ongoing harassment and called the employees together to discuss the situation. The next day, the plant manager fired the HIV-positive employee.
The Americans with Disabilities Act protects employees with disabilities from being harassed or fired. Targeting a person with an ADA-covered disability, such as AIDS, is a violation of federal law. The ADA states that employees have the right to work in an environment that is free from harassment and prohibits both harassment and firing of an employee because of a disability. Philadelphia employment discrimination lawyer Sidney L. Gold has extensive experience handling disability discrimination lawsuits. He and his team of Philadelphia disability discrimination lawyers help victims of employment discrimination, holding employers accountable for their discriminatory practices.
The issue of HIV/AIDS is a sensitive one and there is no excuse for a supervisor to permit brutal workplace harassment of an HIV-positive employee. A National HIV/AIDS Strategy has been implemented by federal agencies which will address and prevent employment-related discrimination against people with HIV. The unlawful termination of this Butterball employee is an example of the type of employment discrimination that the Strategy was created to prevent. Call today to speak with Philadelphia employment discrimination attorney Sidney L. Gold, Esquire to discuss your rights under federal, state and local anti-discrimination laws.