{"id":1095,"date":"2020-09-24T17:26:43","date_gmt":"2020-09-25T00:26:43","guid":{"rendered":"https:\/\/dieferlaw.com\/lawsuit-against-red-roof-inn-alleges-disability-discrimination\/"},"modified":"2023-10-05T05:58:45","modified_gmt":"2023-10-05T12:58:45","slug":"una-demanda-contra-red-roof-inn-alega-discriminacion-por-discapacidad","status":"publish","type":"post","link":"https:\/\/dieferlaw.com\/es\/blog\/una-demanda-contra-red-roof-inn-alega-discriminacion-por-discapacidad\/","title":{"rendered":"Una demanda contra Red Roof Inn alega discriminaci\u00f3n por discapacidad"},"content":{"rendered":"

Es f\u00e1cil hacer suposiciones sobre las personas. Por ejemplo, un empresario puede suponer err\u00f3neamente que un trabajador discapacitado es incapaz de desempe\u00f1ar un puesto debido a su discapacidad, cuando unas modificaciones razonables pueden bastar para garantizar el \u00e9xito. Estas suposiciones no s\u00f3lo suelen ser fruto de la ignorancia, sino que negar un empleo a una persona por su discapacidad o negarse a considerar adaptaciones es una forma de discriminaci\u00f3n por discapacidad e ilegal seg\u00fan la Ley de Estadounidenses con Discapacidades.<\/p>\n

Comisi\u00f3n para la Igualdad de Oportunidades en el Empleo de EE.UU. acus\u00f3 a Red Roof Inns de violar la ADA<\/a> en una demanda presentada recientemente. Los expedientes judiciales indican que un empleado con discapacidad visual manifest\u00f3 su inter\u00e9s por un ascenso a un nuevo puesto. Sin embargo, la empresa supuestamente no tuvo en cuenta su inter\u00e9s por el puesto ni sus intentos de obtener m\u00e1s informaci\u00f3n al respecto.<\/p>\n

Adem\u00e1s, se inform\u00f3 al empleado de que ser\u00eda una p\u00e9rdida de tiempo solicitar el ascenso porque la empresa no se adaptar\u00eda a su discapacidad. Seg\u00fan declaraciones de representantes de la EEOC, no tener en cuenta al empleado por su discapacidad constituye una violaci\u00f3n de la ley federal. La demanda se interpuso tras fracasar los intentos de llegar a una conciliaci\u00f3n voluntaria.<\/p>\n

La demanda solicita una indemnizaci\u00f3n por da\u00f1os y perjuicios, da\u00f1os punitivos y salarios atrasados como consecuencia de la supuesta discriminaci\u00f3n por discapacidad que sufri\u00f3 el empleado. En un mundo perfecto, la capacidad de una persona para realizar un trabajo se considerar\u00eda independientemente de su discapacidad. Desafortunadamente, este no es un mundo perfecto, y la gente en California y en todo el pa\u00eds a veces se encuentran sin otra opci\u00f3n que emprender acciones legales<\/a> como consecuencia de un trato ilegal.<\/p>","protected":false},"excerpt":{"rendered":"

It is easy to make assumptions about people. For example, an employer may wrongly assume that a disabled worker is unable to fulfil a position because of his or her disability when reasonable modifications may be enough to ensure success. Not only are such assumptions often the result of ignorance, denying a person employment due […]<\/p>\n","protected":false},"author":21,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":null,"ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":null,"ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":null,"header-main-stick-meta":"","header-below-stick-meta":null,"astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1095","post","type-post","status-publish","format-standard","hentry","category-news"],"_links":{"self":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts\/1095","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/users\/21"}],"replies":[{"embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/comments?post=1095"}],"version-history":[{"count":0,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts\/1095\/revisions"}],"wp:attachment":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/media?parent=1095"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/categories?post=1095"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/tags?post=1095"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}