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Answered 2008-11-03 18:28:24

I doubt it - HIPAA privacy and all.

No. Your short term disability insurance company will determine if it is a covered event. All your employer needs to know is that it is a qualifying event. A good HR department would never ask and would not want to know why. There exposure to privacy law violations would be way to high.


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Certainly, an employer can terminate you at any time for any reason not prohibited by law. You can't be fired simply for having a disability. You CAN be fired for becoming unable to perform even one essential job function.

Certainly. If employees more senior to you and less senior to you got laid off, so do you. You can't be fired BECAUSE OF disability, you can be terminated for any other reason.

Not in most states, especially if it is a right-to-work state. The employer can terminate your employment for any reason that is not specifically prohibited by law i.e. race, religion, sex, disability, etc.

If an employer fires you for having a disability,that`s discrimination. Hire an attorney(if you have a case they will take it for free) and file a lawsuit.Another View: Actually the question is unclear. You cannot be fired solely for having a disability UNLESS your employment requires that you must be physically capable of carrying out your duties.If you're using your disability as a reason/excuse for taking excessive sick leave, it can be somewhat different. Your disability will not shield you. Your employer is not running a charity and they expect you to be present at work to fulfill the duties and obligations of the position you are being paid for.

no VAcation is a gift from the employer, who can set any rules for requesting and justifying leave. Certainly race, sex, age, and disability cannot enter into it, but nothing pervents the boss from asking you to justify.

A person is born with a developmental disability. An acquired disability is a disability that is developed, for whatever reason, after birth.

An employer can fire an employee for any reason at all and need not explain to the former employee. Firing an employee for personal reasons that do not involve race, sex, age, religion, or disability is perfectly legal for employers of any size.

They need a good reason to fire you.

Unfortunately, if you are an at-will employee (no union affiliation, no contract), your employer can terminate you for a good reason, a bad reason, or no reason at all.

If it is true, absolutely no reason why not. No reason why they shouldn't tell the police either.

Certainly. And if that WAS the reason you were fired, the former employer has no liability. The drug use claim need not be PROVEN, it must be the employer's REASON for firing. Excellent phrasing of the answer.

The amount your employer pays for the cost of your group Disability insurance is uncertain. Some companies will pay for the full premium, others pay for 50% and some will not pay any of the premium but offer coverage on a voluntary basis instead. You should also know that if your employer pays for your group Disability benefits, the benefits will be paid on a taxable basis. Hence the 60% benefit you expect to receive will be taxed and reduced to more like 45% income replacement. For this reason, many employees in this situation, such as Federal employees, will purchase supplemental coverage on the individual market. In order to find out what percentage of the cost your employer pays, you must ask or review your benefits program brochure, if you are provided one.

If the behaviour is persistent and no good reason is given then yes The employer is not restricted to firing for good reason. Employers can lawfully fire for bad reasons or no reason.

If you were doing your job there would be no reason for your employer to threaten to fire you.

That would depend on your job and your employer. Generally speaking, absent a union contract, an employer can fire you for any reason or no reason at all.

An employer can dismiss an employee at any time for any reason or no reason, except when the firing violates a statute or contract.

An employer need not have good reason for firing you, or any reason at all.

This would depend upon several factors which are not specified in the question: 1. What was the reason for the termination? A different result may inure if the firing were due to egregious actions by the employee, rather than, for example, a reduction in workforce; 2. When did the disabiling event occur relative to the termination of employment? If before, it is more likely that benefits would be available. 3. Assuming that this was employer-provided disability insurance, what were the terms (language) of the policy? It may address this issue and provide for a finite period of benefits. Short-term disability insurance (which is the kind most often provided by an employer) normally pays benefits that are a percentage of earnings, and at that, often on a sliding downward scale. The fact that you were fired is not a "disability" contemplated by a disability insurance policy; therefore, if you are asking whether the fact of being fired triggers an entitlement to benefits, the answe is "No".

Absent a contract between you and your employer or local law/company policy stating otherwise, an employer may fire you for any or no reason with or without notice.

Your employer can refuse if they have good reason. I'm not certain what kind of reason that could be, but if they are providing insurance to everyone else except you, you might have a discrimination case on your hands.

If the employer has a reason for doing this it could be possible. You could contact the labor board and ask them about this question.

Depends on the state. States such as Ohio are a "work-at-will" state, and an employee can be terminated for any reason besides the federal protections against discrimination against race, sex, creed, orientation, disability, etc...

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