Young David A Law Firm

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Attorneys, Accident & Property Damage Attorneys, Business Litigation Attorneys

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(216) 621-5100Call Visit WebsiteVisit Website Map & DirectionsDirections700 W Saint Clair AveCleveland, OH 44113 Write a ReviewWrite Review

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Hours

Regular Hours

Mon - Fri:	8:30 am - 5:00 pm

Places Near Cleveland with Attorneys

University Circle (8 miles)
Lakewood (8 miles)
Brookpark (10 miles)
Rocky River (12 miles)
Maple Heights (15 miles)

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Location: Hoyt Block Bldg
Neighborhood: Downtown Cleveland
AKA: David A Young Law Firm
Other Link: https://www.davidyounglaw.com
Categories: Attorneys, Accident & Property Damage Attorneys, Business Litigation Attorneys, Discrimination & Civil Rights Law Attorneys, Employee Benefits & Worker Compensation Attorneys, Employment Discrimination Attorneys, Labor & Employment Law Attorneys, Legal Service Plans, Personal Injury Law Attorneys, Sexual Harassment Attorneys, Workers Compensation Assistance

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Details

Phone: (216) 621-5100

Address: 700 W Saint Clair Ave, Cleveland, OH 44113

Website: https://www.davidyounglaw.com

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Young David A Law Firm

Business and Corporate Law

Antitrust

Workers Compensation
Under the Ohio Revised Code, it is unlawful for an employer to terminate an employee for having filed a worker's compensation claim. In addition, an employee who is receiving temporary total disability (TTD) compensation under the state Workers' Compensation Act may not be discharged by her employer solely for absences or inability to work directly related to the allowed condition for which she is receiving benefits.
Wrongful Termination
Unlawful termination, also called wrongful termination or wrongful discharge, describes a situation in which an employer fires an employee because of an illegal reason. Being terminated for any of the items listed below may constitute unlawful termination...
Employment Discrimination
The Law Firm of David A. Young, LLC served as trial co-counsel in the matter of Thomas Sadowski v. Philips Medical in the Cuyahoga County Court of Common Pleas. Sadowski alleged age discrimination. The jury agreed and rendered a verdict in excess of
Employment Litigation
David A. Young is an experienced trial lawyer focusing on complex employment litigation and discrimination matters. Mr. Young has been certified by the Ohio State Bar Association as a specialist in the area of Labor and Employment Law. This certification makes him one of a small group of attorneys in Ohio to have earned this distinction. In a survey of his peers and opposing counsel, Mr. Young has been rated as â€œPreeminentâ€ by the Martindale-Hubbell Lawyer Rating Service â€“ the highest rating a lawyer can achieve.
Severance Agreement
A thirty-year employee of a Fortune 500 corporation was terminated one month after complaining in writing that he was demoted and his pay was reduced due to his age. The Firm filed suit alleging age discrimination. On the eve of trial, the parties settled for an enhanced severance package and cash payments worth a combined estimated total of
Sexual Harassment
The Law Firm of David A. Young, LLC represents executives and employees who are the victims of sexual harassment throughout the State of Ohio. Attorney David Young has been certified by the Ohio State Bar Association as a Specialist in the area of Labor and Employment Law. Attorney Young has also been recognized as a Super Lawyer in the State of Ohio for the years 2009 through 2013.

Disability Discrimination
For the employee to be eligible to make a claim of disability discrimination under the ADA or the Ohio Revised Code, he must be a "qualified individual with a disability." This means that he must be able to do the job. For instance, a person with no hands would not be qualified to be a typist. If the employer didn't give him the job, it wouldn't be discrimination. It's just that the person simply isn't qualified. "With a disability" means that the worker is actually disabled. For an injury, disease, or their ailment to be a "disability" under the law, it must "substantially limit one or more major life activities." A mere annoyance is not enough. The disability must actually interfere with a person's life. In determining whether or not a person actually has a disability, the Courts pay close attention to whether or not the ailment affects the person's job and ability to earn a living. So, even if the disability doesn't affect most areas of life, if it affects the person's employment, it is more likely to be considered a disability.

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