The Americans with Disabilities Act requires employers to provide reasonable accommodations to qualified employees with disabilities, and prohibits treating someone unfavorably because of a disability, a history of one, or because the employer perceives them as having one. A reasonable accommodation can be modified equipment, a schedule change, additional unpaid leave, reassignment to a vacant position, or remote work — whatever allows the employee to perform the essential functions of the job, as long as it doesn’t create an undue hardship for the employer.

MGJustice Law Firm represents Florida and Georgia employees who were denied a reasonable accommodation, discouraged from requesting one, or pushed out after disclosing a disability or requesting leave. We regularly see employers skip the “interactive process” the ADA requires — the back-and-forth conversation meant to identify a workable accommodation — and instead deny a request outright or delay it until the employee is terminated for unrelated reasons. We also see disability discrimination overlap with FMLA interference, when an employee’s medical leave request is met with retaliation instead of accommodation.

As with other discrimination claims, most disability discrimination cases require filing an EEOC charge before litigation, and successful claims can recover back pay, front pay, emotional distress damages, and attorneys’ fees, with punitive damages available in appropriate cases.

If you were denied an accommodation you needed to do your job, or you believe your disability played a role in how your employer treated you, you have rights under federal law. Contact MGJustice Law Firm for a free consultation. Se habla español.

 Denied an accommodation or treated differently because of a disability? Call (855) 45 PAY ME