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Our Disability Discrimination Attorneys Can Help if An Employer Refuses to Hire You, Fails to Promote You, or Fires You Because of A Disability, Including Many Major Medical Conditions
Disability discrimination occurs when an employer discriminates against a qualified individual with a disability because she or he has a disability. This includes treating an employee or applicant differently because people in the workplace believe an employee or applicant has disability when the employee or applicant does not have such limitation. It also includes treating people differently because they have a record of a disability, such as history of being treated for a medical condition such as cancer. Indeed, many medical conditions, such as cancer, are considered disabilities even if they are controlled or in remission. If you have a question about whether your major medical condition might be a disability, then please contact our disability discrimination attorneys.
More specifically, disability discrimination often includes:
This can be a complicated issue and we recommend contacting our disability discrimination attorneys to see if you are considered disabled under the law or, even if you are not disabled, an employer had discriminated against you by acting as if you did have a disability. For instance, an employer may face liability if people were treating you like you had a mental condition to harass you, and you do not have that condition. Again, please feel free to contact our disability discrimination attorneys to see if they can help.
The Americans with Disabilities Act requires employers to provide reasonable accommodations to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer (“undue hardship”). For instance, the duty to reasonably accommodate people might require employers to:
These are only a few potential accommodations. An employer also has a duty to work with the employee to find an accommodation. If you think you might need an accommodation, we encourage you to give our disability discrimination attorneys a call to see if they can help you advocate for the accommodations you deserve.
It is illegal to harass an applicant or employee because he or she has a disability, had a disability in the past, or is believed to have a qualifying condition.
Harassment can include, for example, offensive remarks about a person’s disability.
The harasser can be the victim’s supervisor, or a supervisor in another area, a co-worker, or even someone who is not an agent of the employer, such as one of the employer’s customers. Our disability discrimination attorneys would be happy to determine if you have a case we can help you with.
Generally, a covered employer may not require a medical examination or make inquiries about the existence or nature of an employee’s disability unless the examination or injury is job-related and consistent with business necessity. Also, covered employers may not generally conduct a medical examination or inquire about a job applicant’s disability at the preemployment stage, and covered employers may only require a medical examination after a job offer has been made and condition the job offer under limited circumstances. If you think this might have happened to you, we encourage you to contact our disability discrimination attorneys.
This is attorney advertisement. The information you obtain at this site is not, nor is it intended to be, legal advice.
You should consult an attorney for advice regarding your situation. We hope you will contact us.
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Toll Free: (888) 275-6190
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