Who is Your Employer?
The Americans with Disabilities Act protects workers linked to a disabled person. However, it only applies to companies with 15 or more staff. In contrast, Massachusetts employment discrimination statute extends coverage to companies with six or more staff. Under the Supreme Judicial Court of Massachusetts ruling in Flagg v. Alimed, workers are safe from discrimination, even in small firms. This decision confirmed that companies cannot punish a worker simply because a loved one has a disability.
What Happened in the Case
Hickton’s wife battled a brain tumor. She stayed in the hospital for long periods. The illness created major medical expenses. During one hospital stay, his company fired him. It cancelled his family health policy instantly. Hickton claimed his company fired him because of his wife’s disability. He also argued the company broke state discrimination law by firing him due to his link to a disabled person. The court reviewed the case carefully. Later, it ruled for Hickton and confirmed the firing was illegal under state law.
Why This Ruling Matters for Workers
The decision closed a long-standing loophole. It protected workers who care for disabled family members. It also confirmed that influence or company size cannot block disability-association rights. Most importantly, the ruling strengthened job security, healthcare access, and legal protection for families who depend on employee income. Courts now check job actions based on facts, not excuses. Therefore, companies must treat their workers fairly and legally, especially when a disability is in the family.
How to Know If This Law Covers You
If a company has six or more staff, job discrimination rules apply. This includes executives, exempt professionals, and managers. Workers may use sick leave for personal illness, family illness, public health alerts, or school closures. As a result, companies cannot remove wages or benefits using small-firm claims. The law protects you if your job record, discipline, pay, and policies come from that business.
What to Do If You Face Association-Based Discrimination
Save employment records and firing proof. Track health policy cancellation dates. Request a pay and benefits review early. Speak to a trained attorney instantly if you believe a company fired you due to your link to a disabled person. Acting fast protects your income, healthcare, and family future.
Final Takeaway
The court confirmed that association-based discrimination is illegal in Massachusetts. A company cannot fire you or cancel your benefits because you care for a disabled loved one. This decision strengthened worker dignity, expanded legal safety, and protected family health access when jobs end unfairly.
