Many employment issues hinge on the classification of an employee. In some cases, employers might try to claim that someone is an independent contractor instead of an employee in order to avoid having to address certain matters. Understand the difference so that you can ensure that you are classified correctly.
Maybe you had a disability when you were hired, or perhaps it developed over time. It could be the result of a progressive disease, like Multiple Sclerosis, or the end result of a serious accident. Sometimes, it could be a disease like cancer. Regardless of the cause or the nature of your disability, your employer is required by federal law to make reasonable accommodations for you. Failing to do so could prevent you from keeping your job and is in direct violation of the law.
It happens in a variety of situations. You're an hourly employee, perhaps in retail or customer service. You're at the end of your shift when your manager approaches you. He or she then asks you to clock out and return to work. Sometimes, it's just end of shift cleanup.
You work hard at your job, and you expect to be paid fairly. If you've noted that your paychecks aren't as large as you expect for the time you've put in, you might be seeing a discrepancy in overtime pay.