What is the name of your state? TN, Corp and previous supervisor in MA
This is further update on my husbands termination b/c of his disabilty.
He has received correspondence denying his request for renegotiation of his severance package signed by the sr. attorney of Labor and Employment.
His request has been denied again claiming "the Company based the decision to eliminate the XXX position on legitimate business reasons, namely the current and future needs of the xxx Division, and not your performance"
Nothing was stated about investigation of his "discirmination based on disabilty" . Of course the letter did not go into any specifics on what exactly the new person would be doing that differed from his previous responsibilities. They had posted the new position immidiately after his termination and based on the job posting, the position seemed to be exactly what he was doing plus he had other responsibilities. The only difference was the title. Also on the letter was a request to contact one of the HR Representatives that he is claiming he was discriminated against based on his disbility.
My questions:
Should he reply to this letter? or just wait to see what EEOC says?
If he replies, would he address his rebuttal to the person that wrote the letter or should he write his rebuttal to the HR representative that was one of the people that did not provide him accomadations needed for the position.
Also wanted to reiterate that the 2 attorneys we have spoken to previously informed him they thought it was best to wait to see what EEOC claims.
Any other input would be greatly appreciated.
Thanks,
This is further update on my husbands termination b/c of his disabilty.
He has received correspondence denying his request for renegotiation of his severance package signed by the sr. attorney of Labor and Employment.
His request has been denied again claiming "the Company based the decision to eliminate the XXX position on legitimate business reasons, namely the current and future needs of the xxx Division, and not your performance"
Nothing was stated about investigation of his "discirmination based on disabilty" . Of course the letter did not go into any specifics on what exactly the new person would be doing that differed from his previous responsibilities. They had posted the new position immidiately after his termination and based on the job posting, the position seemed to be exactly what he was doing plus he had other responsibilities. The only difference was the title. Also on the letter was a request to contact one of the HR Representatives that he is claiming he was discriminated against based on his disbility.
My questions:
Should he reply to this letter? or just wait to see what EEOC says?
If he replies, would he address his rebuttal to the person that wrote the letter or should he write his rebuttal to the HR representative that was one of the people that did not provide him accomadations needed for the position.
Also wanted to reiterate that the 2 attorneys we have spoken to previously informed him they thought it was best to wait to see what EEOC claims.
Any other input would be greatly appreciated.
Thanks,
