Freid Gallagher Taylor & Associates, P.C.TRUTH & JUSTICE MEAN SOMETHING AT OUR FIRM2026-09-29T08:18:00Zhttps://www.freidgallaghertaylor.com/feed/atom/WordPress/wp-content/uploads/sites/1502485/2021/10/cropped-Site-Graphic-32x32.pngOn Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[What happens to your SSDI benefits when you get a job? ]]>https://www.freidgallaghertaylor.com/?p=470922026-09-24T08:19:34Z2026-09-29T08:18:00ZYour full payments can continue
During Social Security’s work-testing phase, you can receive your full monthly benefit until you complete nine qualifying months in a five-year window. In 2026, a month generally counts when you earn over $1,210, although separate measures may apply to self-employment. No earnings cap usually applies during this stage if you still have a disability and report your activity.
Your checks may pause after the trial period
Once you complete those nine months, a 36-month period of continuing eligibility starts. After the grace period, you generally receive SSDI for any month when the income Social Security counts remains at or below its work limit. Payments generally stop for months when that amount exceeds the threshold.
Your benefits might restart later
If your earnings eventually end your SSDI, you may ask Social Security to restore your payments through its expedited reinstatement process. This procedure uses your prior claim, so you do not need to complete the standard application process again. You generally qualify if the same or a related condition prevents you from performing substantial gainful activity within five years after your benefits end.
Social Security may provide temporary payments for up to six months while reviewing your request. Since these are federal rules, they apply to SSDI recipients in Michigan and across the country.
When could your earnings affect your SSDI?
During the extended eligibility period, Social Security compares your countable monthly income with its substantial gainful activity limit. For 2026, that amount is $1,690 for most recipients and $2,830 for people who are blind.
Countable income may differ from the gross pay shown on your check. Social Security can deduct certain impairment-related expenses that you pay and need for work, such as specialized equipment, attendant care or qualifying transportation. For example, earning slightly above the limit might not interrupt your check if approved costs reduce the amount Social Security counts.
How can you protect your income as you return?
Keep your pay stubs, expense receipts and confirmation of every report you make to Social Security. These records could help you correct an earnings error or respond to an overpayment notice.
The rules may change as you pass from one work-incentive stage to another. Legal guidance can explain which phase applies, how Social Security calculated your income and what deadlines govern a dispute. An attorney may also help you address a suspension or seek reinstatement if your condition prevents continued employment.]]>On Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[Performance problems or pregnancy discrimination?]]>https://www.freidgallaghertaylor.com/?p=470752026-09-01T15:52:36Z2026-09-04T15:51:49ZThe timing tells the story
Employers who want to make discriminatory decisions but avoid lawsuits rarely admit their true motives. Instead, they might create a paper trail of performance complaints that conveniently begins right after learning about your pregnancy.
Under both federal and state laws, firing someone because of pregnancy is prohibited. But proving discrimination requires looking beyond what employers say to what the evidence shows.
What pretextual termination looks like
Several patterns can emerge when employers manufacture reasons to fire pregnant workers. Some examples might include:
Your employer suddenly enforcing policies they previously ignored for everyone
Coworkers with identical or worse performance issues facing no consequences
The reasons for your termination keeps changing when you ask questions
Being denied opportunities for improvement that others receive
Treating minor errors as serious infractions without warning
Your manager might also make revealing comments about your "commitment level" or whether you'll "still be focused" after having a baby. These statements can expose the real motivation behind supposedly neutral performance critiques.
Documentation protects you
If you notice this pattern developing, start keeping detailed records. Save all emails, performance reviews and written communications. Request written explanations for any disciplinary actions. Note dates, times and witnesses to any conversations about your performance or pregnancy.
Deadlines can be short, so consider acting quickly to file a claim. Memories fade and evidence disappears. The sooner you document what's happening, the stronger your position becomes.
You have legal options
Pregnancy discrimination is illegal even when employers try to hide it behind performance reviews. If you've been fired or demoted after announcing your pregnancy, particularly if the timing and circumstances raise questions, you may have grounds for a legal claim.]]>On Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[Can you file a claim after a car accident if injuries show up later?]]>https://www.freidgallaghertaylor.com/?p=470712026-07-22T09:54:23Z2026-07-28T02:04:49ZWhy injury symptoms can appear later
Not all injuries show immediate symptoms. In many cases, the body’s adrenaline response masks pain right after a crash or incident. Once that response fades, symptoms can become more noticeable.
Common delayed injuries include:
Whiplash and soft tissue injuries.
Concussions or traumatic brain injuries.
Back and spinal injuries.
Internal injuries or bleeding.
Nerve damage or chronic pain conditions.
These conditions can worsen over time if you do not receive prompt medical care.
The accident caused or contributed to your injuries.
Medical documentation confirming your diagnosis.
A timeline showing when symptoms began or worsened.
Evidence connecting your condition to the incident.
Insurance companies often scrutinize delayed injury claims, so strong medical records become especially important.
Why medical treatment matters
Seeking medical attention as soon as symptoms appear strengthens your case. A doctor can diagnose your condition, document your symptoms, and recommend treatment. If you wait too long, insurers may argue that something else caused your injury or that your condition is unrelated to the accident.
What challenges can arise with delayed injuries?
Delayed injury claims can still succeed, but they often face additional challenges, such as:
Disputes over whether the accident caused the injury
Gaps in medical treatment
Pre-existing condition arguments from insurance companies
Questions about the timing of symptoms
Because of these issues, detailed medical records and consistent treatment can play a critical role in your claim.
Why legal guidance matters
Insurance companies often try to minimize or deny claims involving delayed symptoms. An experienced personal injury attorney can gather medical evidence, work with healthcare providers, and establish the connection between your accident and your injuries.
If you are experiencing delayed or worsening injuries in Saginaw, a Michigan personal injury attorney can help you understand your rights, protect your claim, and pursue the compensation you may be entitled to under the law.]]>On Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[Will not wearing a helmet hurt your injury claim?]]>https://www.freidgallaghertaylor.com/?p=470682026-06-23T10:08:24Z2026-06-26T10:07:41ZWhat Michigan's motorcycle helmet law means for you
State law allows some riders to operate a motorcycle without a helmet if they meet certain conditions. Because of that, riding without a helmet is not always against the law. If a motorcycle accident leads to an injury claim, several factors may affect how helmet use relates to that claim:
Getting struck by a driver who broke a traffic law
Having evidence that shows how the crash happened
Receiving medical care that documents the injuries
Helmet use is only one part of the picture. Insurance companies and courts also look at who caused the crash and what injuries resulted from it.
Can you still seek compensation after a motorcycle crash?
In many situations, the answer is yes. A driver who speeds, runs a red light or fails to yield can still cause a motorcycle accident.
Choosing not to wear a helmet does not automatically make you responsible for a crash. However, an insurance company may argue that helmet use affected how serious some injuries became. That issue differs from the question of who caused the collision.
When helmet use may have less impact on a claim
Not every motorcycle accident results in a head injury. A rider may suffer injuries that a helmet would not have prevented.
Broken bones, spinal cord injuries, internal organ damage and severe road rash can occur whether or not a rider wears a helmet. In those situations, helmet arguments may carry less weight because the injuries involve parts of the body other than the head.
The details of the collision and the injuries involved will help determine how helmet use factors into a motorcycle injury claim.]]>On Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[How can you report LGBTQ employment discrimination in Michigan?]]>https://www.freidgallaghertaylor.com/?p=470662026-05-27T12:23:46Z2026-06-01T12:22:37ZWhat protections do you have?
Michigan and federal law generally protect you from workplace discrimination based on sexual orientation and gender identity. You might experience discrimination in various forms, including wrongful termination, harassment, denial of promotions or failure to hire based on your LGBTQ status.
Which government agencies can you file complaints with?
After experiencing employment discrimination, you may file a complaint with the Michigan Department of Civil Rights (MDCR). This state agency investigates discrimination claims and can help resolve disputes. You typically have 180 days from the date of the discriminatory act to file your complaint with MDCR.
You could also file a charge with the Equal Employment Opportunity Commission (EEOC). The EEOC generally accepts complaints within 300 days of the act. You may file online, via mail or in person at an EEOC office.
What is the importance of documentation?
Before filing a complaint, you might want to gather documentation supporting your claim. This may include:
Emails
Text messages
Performance reviews
Witness statements
Other relevant evidence
Detailed records of discriminatory incidents, including dates, times, locations and individuals involved, may also help you strengthen your case.
Protecting your rights at the workplace
The choice you make to address discrimination shapes not only your workplace future but also creates change for others who follow. Standing up against discrimination can help promote workplace equality for the LGBTQ community.]]>On Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[Social Security rules for mental health and chronic pain claims]]>https://www.freidgallaghertaylor.com/?p=470642026-04-24T12:33:23Z2026-04-29T12:32:45ZMental health conditions and chronic pain present unique challenges in Social Security Disability Insurance (SSDI) claims across Michigan. These conditions often lack objective medical tests, making approval rates lower than claims based on physical injuries. Understanding how the Social Security Administration (SSA) evaluates these cases can help you recognize whether your claim has a realistic chance of success.
How the SSA evaluates invisible disabilities
The SSA uses a five-step sequential evaluation process to decide disability claims. For cases in Saginaw County, Genesee County and Bay County, reviewers look for medical proof of how your condition limits you, not just a diagnosis. For fibromyalgia, SSR 12-2p requires specific clinical findings like tender points. The SSA may deny your claim right away if you earn more than $1,690 per month in 2026 ($2,830 if blind). You must prove you cannot do work you performed in the last five years.
What functional limitations actually mean
Functional limitations show how your condition affects daily work tasks. The 2026 SSA Blue Book Section 12.00 rates mental disorders across four areas: understanding information, interacting with others, concentrating and adapting. You qualify if you show extreme limits in one area or marked limits in two, OR meet criteria for a serious disorder lasting two years with minimal adjustment. For chronic pain, reviewers check if you can sit, stand or lift all day, every day, accounting for unpredictable flare-ups.
Evidence that strengthens your claim
You need consistent medical records over time, including:
Regular treatment from specialists
Doctor statements describing specific limits
Mental health testing or pain assessments
Medication records and treatment history
Missing these can lead to an SSDI denial. Michigan's denial rate sits at 51.4 percent in 2026, better than the national average but still high.
Why legal guidance matters
An attorney experienced in Social Security Disability cases throughout Saginaw, Detroit and surrounding Michigan communities can spot gaps in your evidence and present your limits in language the SSA understands. Living with pain no one else can see does not make it any less real.]]>On Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[Is it sexual harassment if it happens outside the workplace?]]>https://www.freidgallaghertaylor.com/?p=470602026-03-26T13:18:39Z2026-03-31T13:18:11ZWhat protection does Michigan offer against sexual harassment?
The state prohibits all forms of employment discrimination, including sexual harassment. Michigan Compiled Statutes Section 37.2101 et seq. offers a broad range of protections to keep employees safe. This includes:
Unwelcome sexual advances
Requests for sexual favors
Other verbal or physical sexual conduct
It is also worth mentioning that harassment outside the workplace is against the law if there is proof it affects your ability to do your job. Employees receive protection from conduct that can contribute to a hostile work environment, even if it happens out of the office.
Conduct that creates a hostile work environment
When employees feel safe or threatened due to off-site harassment, morale will likely decrease and they may be unable to carry out their responsibilities. In some cases, they may even resign. Michigan courts interpret the Elliott-Larsen Civil Rights Act to cover conduct that can change the conditions of employment, even if it occurs off-site. Common examples include:
Inappropriate behavior at company events, social gatherings or business trips
Harassing emails, texts or social media messages from co-workers, supervisors and people outside the company
Stalking or other unwanted contact outside work related to the job
Employers are responsible for addressing such conduct to ensure a safe and respectful work environment. Courts and the Michigan Department of Civil Rights assess whether the conduct creates a hostile workplace or impacts job performance, promotions or employment conditions.
Know your rights in and out of the workplace
Ultimately, your right to a harassment-free workplace extends beyond the walls of your office in Michigan. Do not hesitate to report any incidents of harassment to your employer or the appropriate authorities. You have the right to speak up and seek support without fear of retaliation. Taking action helps protect not only yourself but also your coworkers, reinforcing a safer and more respectful workplace for everyone.]]>On Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[Missing the red flags? 5 subtle indicators of a toxic workplace]]>https://www.freidgallaghertaylor.com/?p=470532026-03-13T07:54:37Z2026-03-18T07:52:57ZThe “silent treatment” and exclusion
Being consistently left out of team emails, meetings, or social gatherings isn’t just rude. Sometimes, it is a deliberate tactic to marginalize employees. This exclusion can foster isolation and signal a deeply unhealthy team dynamic. Eventually, this can potentially mask discriminatory practices against certain individuals or groups.
Blame culture over true accountability
When mistakes happen, does your workplace immediately seek a scapegoat rather than analyzing system failures? A blame-first culture punishes errors instead of encouraging learning. This generates fear, discourages innovation, and makes employees hesitant to take initiative.
Micromanagement without real support
You face constant oversight and second-guessing. Yet, when you genuinely need guidance or resources, managers are absent or unhelpful. This stifles professional growth, breeds frustration, and shows a lack of trust in employee capabilities.
“Humor” that consistently crosses the line
Jokes about sensitive topics, even if delivered with a smile, can create discomfort. These remarks, often dismissed as harmless banter, chip away at psychological safety. They normalize disrespectful communication, directly contribute to a hostile environment. This often precede more overt forms of harassment or discrimination.
Pervasive feeling of dread or exhaustion
A consistent feeling of anxiety, dread, or exhaustion before and after work signals a deeper issue. This emotional drain indicates the environment takes a significant toll on your mental and physical health. It could be an internal warning that points to an unhealthy culture, possibly fueled by unresolved harassment or discriminatory pressures.
Understanding your options
Recognizing these subtle signs is a crucial first step. A consistently toxic workplace can negatively impact your career and overall well-being. This is especially true when it involves elements of harassment or discrimination. With proper support, you can challenge these situations effectively and hold abusers accountable for their actions.
]]>On Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[When should you file your workplace discrimination complaint?]]>https://www.freidgallaghertaylor.com/?p=470592026-02-25T09:21:50Z2026-03-02T09:21:07ZWorkplace discrimination can leave you uncertain about your next steps. You may question whether filing a complaint is worth the effort or whether waiting will help. Understanding timing can help you protect your rights and make informed decisions. In Michigan, strict state and federal deadlines can limit your options if you wait.
Why waiting can hurt your case
Waiting can make future action more difficult. Memories fade and witnesses may lose recall of key events. Evidence like emails, texts or documents can also disappear. Delays ultimately narrow your options and weaken your bargaining position.However, acting early helps preserve evidence that may support a discrimination claim. Clear timelines and written records can strengthen credibility in a later complaint or lawsuit. Early documentation may also reveal patterns of discrimination or retaliation that courts and investigators often consider important.Even while deciding whether to file, you can track incidents and preserve communications. Taking these early steps does not force you to move forward but keeps your legal and strategic choices open.
Understanding filing deadlines and exceptions
Each claim follows specific legal timelines that affect your options. Key timeframes include:
Michigan state complaint:180 days from the last act of discrimination
EEOC federal complaint: 300 days if Michigan law applies; 180 days in other cases
Continuous violations: Only ongoing hostile work environment claims restart the timeline; discrete acts like a demotion or missed promotion start the clock when it is communicated
Direct lawsuits under ELCRA: You may file in circuit court within three years of the discriminatory act
Exceptions: Extensions may apply in limited situations, such as ongoing harassment or retaliation
Some employers may try to shorten the three-year statute of limitations to 180 days in handbooks or contracts, but Michigan courts now review these deadlines for reasonableness. Familiarizing yourself with these deadlines helps you act deliberately rather than reactively. It allows time to collect evidence, track incidents and plan next steps.
Taking steps without feeling trapped
You still have time to protect your rights and make choices that work for you. Understanding the rules and acting sooner gives you more control and keeps your options open. Even if you feel unsure, you can start gathering information and planning your next move. Knowing your rights allows you to take control of your future.]]>On Behalf of Freid, Gallagher, Taylor, & Associates, P.C.<![CDATA[SSDI: What medical evidence boosts approval odds]]>https://www.freidgallaghertaylor.com/?p=470572026-01-28T14:28:19Z2026-02-02T14:27:42ZConsistent records from your treating physician
The most helpful records come from the doctor who’s been seeing you regularly, not someone you met once or twice. The SSA wants a clear picture of what’s going on, including your diagnosis, symptoms over time, treatment you have tried and how your condition affects your ability to work.
If your records leave gaps, sound vague or don’t explain what you can and can’t do, they won’t hold up. But if your doctor keeps detailed notes that show how your condition plays out in real life, those records give your claim the support it needs.
Test results that support your diagnosis
Scans, lab work and other test results help the SSA confirm that your condition is not just based on what you say; that it’s backed by medical findings. That doesn’t mean your word doesn’t matter, but it means the most effective claims match what you are reporting with what your tests show. When those pieces line up, your file becomes much harder to ignore.
Detailed functional reports and RFC forms
The SSA cares about how your condition affects your ability to do a job, not just that you’ve been diagnosed. A Residual Functional Capacity (RFC) form lets your doctor spell that out in specific, job-related terms: how long you can sit or stand, how much you can lift, how often you need breaks or whether you can stay focused through a shift. These details provide the SSA with something solid to work with, instead of just general statements that don’t say enough.
Putting the right evidence to work
Strong claims come from strong files. If your records clearly show how your condition limits you, not just on paper, but in terms that matter to the SSA, you are giving yourself a real chance. If you're not sure your file does that yet, this is the right time to get it in shape before you move your case forward.]]>