According to the Americans with Disabilities Act, workers living with disabling conditions have equal rights to advance within the workplace and get paid much like their able-bodied counterparts. Provided the disabled person can perform job duties with proper accommodations, there’s no reason why someone wheelchaired or partially deaf can’t move up the corporate ladder, right?
Some corporations fail to agree. This is why Rager & Yoon – Employment Lawyers offers a Riverside disability discrimination attorney experienced in handling cases of employers unfairly treating persons with disabilities.
Has an employer lackadaisically approached your disability by failing to accommodate your conditions within reason? Been fired because you’re disabled or otherwise impaired? Our firm has dealt with numerous employers who’ve forced workers out because they’re disabled. Compensation including emotional distress may be available to those who’ve endured harassment or unfair treatment.
Your Rights Under ADA
Because the Americans with Disabilities Act of 1990 is considered civil rights legislature, violations of this act are more serious than other crimes against public policy. Workplaces aren’t the only place where disabled persons are protected under the ADA; if your work supervisor makes fun of you or harasses you in the park, or even while riding public transportation, action can be taken against them personally. Employers with more than 15 employers are bound by Title I of the ADA, which specifically addresses employment conditions and protections afforded to disabled persons. If you’re unsure what rights disabled workers have, our disability discrimination attorney can go over them with you. A few common reasons disability discrimination claims are brought to Rager & Yoon – Employment Lawyers include:- The employer failed to participate in dialogue or honor oral or written requests regarding workplace accommodations for a disabled employee.
- Employer retaliated against disabled workers who reported harassment or discriminatory acts being committed against them. This is a major no-no.
- The disabled employee needed specific adjustments to workstations to better perform their duties, and the employer failed to comply with his or her request or did so ‘haphazardly’.