A story about a very brave person and an NDA

[@RizaCifra]

Thanks for these videos! I found your channel years ago when it still has 1k subs and I was going through my own case here in California. While laws differ by state, your videos offered me more guidance and support than my own attorneys. I wish I had a better outcome and wish I had a better legal team back then, I don't think I would have been able to do what I did manage without these videos. I still watch all your new content, and refer others to this channel. Thanks for providing so much information and motivating me to continue sharing experiences and to speak up!

[@annielin2894]

Workplace these days are getting harder for every Americans and nearly insane! People need to find the courage to fight back!

[@FlyingOverTr0ut]

Thanks for bringing this to my attention, Vince. I hope Ashley finds healing through taking back power through her voice and that she remains victorious. I literally cried after reading the article. Something she describes mirrors my own experience being sexually harassed by a lecherous pig at work and then the company covering it up - she essentially said that how she was treated afterward was worse than the initial assault. That's what I've found as well. May more courageous whistleblowers and survivors speak out!

[@MyOtherChannel-zy3tf]

The TRUTH is the best information for all involved.

[@respectfullytruthful]

You gave proper advice Attorney Vince.

[@jasonthomas8515]

Big shout out to Ashley! Vince thank you for what you do with this channel! No dollar amount can replace the harshness and hurt that you have to live with the rest of your entire life from work place violations! Just like anxiety, there is no real cure ! You give me hope , I love your genuine braveness and charisma! Can’t thank you enough!

[@jawndoekck]

Vince will SCOTUS overturning the Chevron decision have any impact on EEOC proceedings?

[@Ed_west]

In 2023, I sent a letter to management about a supervisor displaying a pattern of creating a hostile work environment and retaliation. I followed up but never received a response. I reported it to the EEOC. Six months later, I experienced harassment from that supervisor. The agency was not proactive and allowed the supervisor to continue working in the area. For my workplace safety, I would leave whenever I saw him. I sent multiple emails expressing my concern, but I never received a response. Eleven days after the incident, I requested reasonable accommodation for my workplace safety because I did not feel comfortable with his presence. My request for RA was denied. During this period, two months and five days passed before the fact-finding of the harassment began. I requested reconsideration of the RA, which was denied, and immediately afterward, they temporarily moved the supervisor out of the work area and placed me on FFDE.

[@mikeashley9578]

You were telling her the truth, not telling her what to do or not to do.

[@lavanchemorganbethay7591]

What happens once you win your case within the EEOC?

[@brianlipes4428]

Are non disclosure agreements enforcable any longer since the National Labor Relations Board decision ruling that they cover up issues that other employees should know about to protect their rights?

[@larisadirkzwager7234]

I've read the article, you didn't sound as a doush. I think you gave her proper advice. She does take a big risk. If she wants to make a decision to get engaged to the dangerous fight it's important that she knows all the risks before it's too late. You gave her accurate information so she could chose intelligently. I chose fight with Fortune 500 company. It cost me a lot, but it worth it. Some of us cannot live without dignity.

[@Swamhandle]

Quick question, will having been granted an ADA/FMLA accommodation for my disability by a previous employer strengthen my case? Overview, my employer proposed an accountability program in the form of “check-ins” (no actual clock in system). Once I disclosed my disability and intention to seek reasonable accommodation, I was immediately suspended (prior to first check in) and pulled into a meeting with HR where they recommended termination. They did not bring up my being tardy as reasons for recommending termination, their reasons were 1. Unwilling to work with me one-on-one 2. Did not believe I could meet standard of research (I sat in the front of every lecture, took detailed notes; and surpassed expectations of preliminary research standards) 3. “She has a lot going on”.

[@R.C.Jackson]

No NDA's ever

[@jawndoekck]

There are some states that prohibit NDAs and non disparagement agreements in settlements for cases of workplace sexual harassment and discrimination based on the usual protected classes. For those pursuing their claims down the federal route rather the state one, would the state law regarding NDAs still apply? If a plaintiff has a unique platform Google regularly indexes that allows for easy communication to current and prospective employees (around ten thousand total people) of the defendant company could offering to give up said platform be a way to make up for the leverage and payoff that goes away in states with provisions against NDAs?