Disability Discrimination Lawyers and the Law

The Americans with Disabilities Act of 1990 prohibitsemployees.
private companies, state and local governments,Under the ADA, handicapped workers have the
employment agencies, and labor unions fromfollowing benefits:
disqualifying people with disabilities (PWDs) from1. The ADA provides that employers need not inquire
seeking employment, promotion, salary increase, asabout the presence, nature, or extent of impairment.
well as other benefits of employment. This law appliesInstead, the job aspirant should be asked about their
to businesses with more than fifteen employees.capacity to do certain job tasks. Job offers should be
A person is considered disable if he satisfies any ofmade upon evaluation of medical records but only if
the following conditions:such examination is needed for aspirants in similar jobs
• a physical or mental defect thatwhich should be related to the job and to the needs of
considerably limits his ability to perform some majorthe company.
functions2. The American Disabilities Act does not provide
• he has a history of certain impairments orcoverage and protection to job aspirants who are
conditionunder the influence of prohibited drugs if the employer
Disabled individuals who can perform the importantreacts on the use of these substances. Tests for
functions needed for a job in the absence or presenceprohibited drugs are not covered by the ADA, thus
of reasonable accommodation are protected by theemployers may subject users of illegal drugs to the
American Disabilities Act.same performance criteria like other employees.
Reasonable accommodation can involve, but notMoreover, the ADA does not tolerate employers who
limited to, any of the following:get back at their employees for opposing activities that
• Making current infrastructure utilized bydiscriminate disabled employees or for launching a
employees available to handicapped individualsclaim, acting as witness, or taking part in an
• Job modification, revision of work schedule,investigation, proceeding, or trial.
transferring to an open positionIn 2007, the Equal Employment Opportunities
• Acquisition or modification of equipments orCommission (EEOC) received 17,734 cases involving
devices, moving or revising examinations, trainingdisability discrimination. A year before that, 15,708
equipments or guidelines, and training materials, orcases were solved and a total of $54.4 million worth
policies, and providing credible readers or interpretersof benefits for the defendant and other victims were
Reasonable accommodations are a necessity thatawarded, excluding the money obtained from trial.
should be provided to a qualified disabled applicant if itIf you are being persecuted by your employer or
would not create "undue hardship" to jeopardize theco-employees because of your condition, you can file
normal operation of an employer's business.a complaint with the help of disability discrimination
Undue hardship refers to "an action that requireslawyers.
inconvenience or cost in the face of aspects such asTo avail of credible and reliable legal assistance, you
company size, financial capacity, and the nature andcan consult with our expert disability discrimination
organization of operation".lawyers to help with any of your concern. For more
There is no need to reduce quality or output standardsinformation, you can log on to our professional lawyers
to implement reasonable accommodation. Forwebsite and consult with our disability law experts to
example, an employer need not make personal itemsbe assured that you get the rightful claim that you
like glasses or hearing aids available to theirdeserve.