laborlaw
05-23-2005, 12:01 PM
The Wyoming Fair Employment Practices Act of 1965, as amended, makes it an unlawful employment practice for an employer To:
Refuse to hire
To discharge
Refuse to promote
To demote
or
To discriminate in matters of compensation or the terms, conditions or privileges of employment against any person otherwise qualified Because of:
RACE COLOR
SEX NATIONAL ORIGIN
CREED ANCESTRY
AGE HANDICAP
cactus jack
05-24-2005, 03:10 AM
Laborlaw, I think you are misguided. I lived in WY for several years and was repeatedly discriminated against because of my disability. The state recognized it, but refused to do anything. As I was told by J****** W****, case intake specialist for State of Wyoming Department of Workforce Service Labor Standards Commision, the Americans with Disabilities Act is null and void in Wyoming and the same for any other laws specifying discrimination issues.
If he wants to counter what I say, e-mail me. Because I'll even testify in court over that.
Coincidentally in that particular case I was involved in, after the state found that discrimination had occured, they refused to do anything and no lawyers would touch it. The common excuse was that it's past the grace period, and I can't take it to court now. That, of course, was how long it took LSC to investigate the claim. I have more to it, but I'll save it for later when I have it all compiled.
Ultimately, in Wyoming you have no rights as a citizen.
LConnell
05-27-2005, 01:49 PM
The ADA is not null and void in Wyoming (or in any other state) as long as an employer is covered by the law. http://www.eeoc.gov/types/ada.html
cactus jack
05-28-2005, 02:41 AM
I have to disagree, Lil. Several of the employers had well over 15 employees, and even then I am not required to disclose my disability unless I ask for accomodations.
Sadly too many businesses feel they are above the law, and just because they have less than the 15 employees they commit acts that, if witnessed/proven, they could loose a lot of money and face. But again, they feel above the law because of one standard. Last time I read the ADA the number of employees ciovered the discrimination part, but not the disclosure part. I could be wrong, though I seriously doubt it.
In fact, I am preparing a letter to the EEOC to verify this. I'll get back to you when I get word back from them.
