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Monday, December 18, 2017

WLAD: Definition of Dog Guide & Service Animal

by Gregory Williams, Esq. | What are the definitions of “Dog Guide” and “Service Animal” under Washington State Discrimination Law? Here’s my point of view (NOTE: please read our DISCLAIMER before proceeding).

WASHINGTON LAW AGAINST DISCRIMINATION

Under WLAD, it is an unfair practice, with very few exceptions, for an employer to refuse to hire any person, to discharge or bar any person from employment, or to discriminate against any person in compensation or in other terms and conditions of employment because of age (40+); sex (including pregnancy); marital status; sexual orientation (including gender identity); race; color; creed; national origin; honorably discharged veteran or military status; HIV/AIDS and hepatitis C status; the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability; and state employee or health care whistleblower status. It is also an unfair practice for an employer to retaliate against an employee because the employee complained about job discrimination or assisted with a job discrimination investigation or lawsuit.

DEFINITIONS OF DOG GUIDE & SERVICE ANIMAL

The definitions of “Dog Guide” and “Service Animal” are found under chapter 49.60.040(8), (24) RCW, respectively, which state as follows:
(8) “DOG GUIDE” means a dog that is trained for the purpose of guiding blind persons or a dog that is trained for the purpose of assisting hearing impaired persons. 
(24) “SERVICE ANIMAL” means an animal that is trained for the purpose of assisting or accommodating a sensory, mental, or physical disability of a person with a disability.
Id. (hyperlinks added to original).


LEARN MORE

If you would like to learn more, then consider contacting an experienced Washington State Employment Discrimination Attorney as soon as possible to discuss your case. Please note: the information contained in this article is not offered as legal advice and will not form an attorney-client relationship with either this author or Williams Law Group, PS; please see our DISCLAIMER.

–gw

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