The Massachusetts Commission Against Discrimination has applied the adverse impact analysis with regard to veterans as a protected class. McAuliffe v. Pechilis, 13 MDLR 1039 (1991), In the employment context, a facially neutral requirement which has an adverse impact on members of a protected class is unlawful, even absent a showing of discriminatory intent, unless it is justified by a business necessity. Freeman v.

Commission Against Discrimination (MCAD) alleging, in part, On August 25, 2015, I was arrested for a domestic violence incident. Following this arrest, I applied for FMLA leave for alcohol treatment. On August 31, 2005, I commenced an FMLA leave until October 7, 2015. 17 Although Mr. Slattery appeared in response to the Appellants subpoena, the Appellant argues in his post-hearing brief that Mr.

Employees subject to suspension or discharge may process their appeals at the Massachusetts Civil Service Commission or by filing a grievance under the collective bargaining agreement culminating in arbitration under the rules of the AAA, but may not process the matter at both agencies. 13.5 Employees appealing discipline to the Massachusetts Commission Against Discrimination may not process that discipline under the grievance/arbitration procedure

Nothing in this grievance procedure shall prevent an individual from taking action with the Massachusetts Commission Against Discrimination (MCAD), the Equal Employment Opportunity Council (EEOC), the Office of Civil Rights (OCR) or the courts. Any such action must meet the applicable time limits of those forums. .

MCAD - One Ashburton Place, Room 601, Boston, MA 02108 Carmen Zayas, Investigating Commissioner (617) 994-6024 (Fax) Daniel Sullivan Massachusetts Commission Against Discrimination Daniel Sullivan, Vs. Commonwealth of Massachusetts, Department of Public Health Tewksbury State Hospital MCAD No: !

Massachusetts Commission Against Discrimination, 431 Mass. 655 (2000). The Charging Party has not alleged any facts which can be considered to rise to the level of direct evidence of discrimination. Indirect evidence can be established through circumstantial evidence and reasonable inferences drawn from that evidence. Town of Carver, 35 MLC at 48. There are several factors which may suggest unlawful motivation.

Any person who files a discrimination or retaliation claim at the Massachusetts Commission Against Discrimination, the Equal Employment Opportunity Commission, the Massachusetts Labor Relations Commission, any court, or any other forum shall have no recourse to the grievance and arbitration procedure of this Agreement with regard to the employment actions or subject matters on which the claim is based.

The School Committee agrees to abide by the rules and regulations of the Massachusetts Commission Against Discrimination relating to Maternity Leave, related Massachusetts Supreme Judicial Court decisions, and Massachusetts General Laws Chapter 105d concerning Maternity Leave. 15 Employees shall be granted a leave of absence for up to one (1) year for childrearing purposes without pay or increment, immediately upon completion of leave under Section

Employees may also file complaints with the Massachusetts Commission Against Discrimination or the EEOC. Each of these agencies has short period of time for filing a complaint (300 days). Disciplinary Action If it is determined that inappropriate conduct has been committed by any employees, the District will take such action as is appropriate under the circumstances.

The Massachusetts Commission Against Discrimination ("MCAD") Boston office: Springfield Office: One Ashburton Place Room 601 424 Dwight Street Room 220 Boston, MA 02108 (617) 727-3990 Springfield, MA 01103 (413) 739-2145 39 40