Skip to Content California Employment Law Update
Proskauer Rose LLP

Menu

  • Home
  • About Us
  • Contact Us
  • Subscribe

California Employment
Law Update

Home » Disability » Employee Who Provided False SSN and Other Information Was Barred from Suing for Disability Discrimination

Employee Who Provided False SSN and Other Information Was Barred from Suing for Disability Discrimination

Photo of Tony OncidiBy Tony Oncidi on September 1, 2011 Posted in Disability, Discrimination, Employment Law Notes, Employment Verification, Form I-9, Immigration, Resident Employees
Tags: after-acquired evidence, disability discrimination, Fifth Amendment, I-9 Form, immigration, recall-to-work, social security number, summary judgment, unclean hands, writ of mandate
Print | Share
Print
Tweet this post Like this post Email this post Share this post on LinkedIn

Stay Connected

By subscribing to our blog, you acknowledge that you have read our Disclaimer.

Editor

Photo of Tony OncidiTony OncidiPartner

Authors

View Blog Authors

  • Guy Brenner
  • Ariel Brotman
  • Margaret A. Dale
  • Laura Fant
  • Evandro Gigante
  • Pinchos Goldberg
  • Colleen Hart
  • Arielle E. Kobetz
  • Sehreen Ladak
  • Michelle Lappen
  • Philippe A. Lebel
  • Theresa Madonna
  • Kelly McMullon
  • Nayirie K. Mehdikhani
  • Dixie Morrison
  • Tony Oncidi
  • Steven J. Pearlman
  • Morgan Peterson
  • Jennifer L. Roche
  • Wesley C. Shelton
  • Dylan K. Tedford
  • Mark Theodore

Topics

Archives

Recent Updates

  • West Hollywood Employers Now Must Provide 96 Hours of Paid Time Off for Full-Time Employees
  • California Supreme Court to Determine Scope of Employer Liability for At-Home Spread of COVID-19
  • The U.S. Supreme Court Says PAGA Representative Action Waivers Are Enforceable After All
  • Employer Need Not Reimburse Travel Expenses for Drug Test
  • Despite Employee-Friendly Test, California Court of Appeal Finds in Favor of Employer in Whistleblower Retaliation Claim
  • L.A. Jury Delivers Mother of All Verdicts – $464 Million to Two Employees!
  • Several State “Job Killer” Bills Move One Step Closer to Passage
  • May 2022 California Employment Law Notes
  • Employee with Mild Symptoms of COVID-19 Was Not “Disabled” Under California Law
  • Netflix “Sees What’s Next” with New Policy Addressing Employee Activism

California Employment Law Update

Proskauer Rose LLP

Beijing
Boca Raton
Boston
Chicago
Hong Kong
London
Los Angeles
New Orleans
New York
Paris
São Paulo
Washington, DC

Stay Connected

  • Twitter
  • LinkedIn
  • RSS
  • Privacy Policy

About Proskauer Rose LLP

We are 800+ lawyers serving clients from offices located in the leading financial and business centers in the Americas, Europe and Asia. The world’s leading organizations, companies and corporations choose us to be their representatives in their most critical situations. Moreover, they consider Proskauer a strategic partner to drive their business forward. We work with asset managers, private equity and venture capital firms, Fortune 500 companies, major sports leagues, entertainment industry legends and other industry-redefining companies.

Visit Proskauer.com

Proskauer Blogs

  • Blockchain and the Law
  • The Capital Commitment
  • Coronavirus Insights
  • Corporate Defense and Disputes
  • Employee Benefits and Executive Compensation Law Blog
  • Government Contractor Compliance & Regulations
  • Health Care Law Brief
  • International Labor and Employment Law
  • Labor Relations Update
  • Law and the Workplace
  • Minding Your Business
  • New Media and Technology Law Blog
  • Not For Profit/Exempt Organizations Blog
  • Privacy Law Blog
  • Proskauer For Good
  • Proskauer in Life Sciences
  • Proskauer on Advertising
  • Proskauer Whistleblower Defense
  • Risk and Recovery Blog
  • Tax Talks
Copyright © 2022, Proskauer Rose LLP. All Rights Reserved
Law blog design & platform by LexBlog
LexBlog

This website uses third party cookies, over which we have no control. To deactivate the use of third party advertising cookies, you should alter the settings in your browser.

OK