The Americans with Disabilities Act (“ADA”) protects employees with disabilities from discrimination, and requires that employers provide disabled employees with reasonable accommodations so they can perform the essential functions of their jobs.
The ADA is intricate and can be complicated. To qualify for ADA protection, you must show that you have a disability protected by the law. Under the ADA, a disability is a physical or mental condition that substantially limits a major life activity. Major life activities are core activities of life including such things as walking, lifting, sleeping, and working. Many health or medical conditions may not meet the definition of an ADA covered disability.
If you believe you have been a victim of disability discrimination, we can help you determine whether or not your employer’s actions were discriminatory under the ADA. We can also help you navigate the ADA accommodation process with your employer. Whether you need assistance in negotiating reasonable accommodations or believe you have been discriminated against under the ADA, please call (470) 823-4000.
Every federal statute that prohibits discrimination in the workplace has an anti-retaliation provision. As such, it is unlawful for an employee to be retaliated against for opposing perceived discrimination or participating in an EEOC investigation regarding such discrimination. In other words, if you believe you were discriminated against and you complained to your supervisor about such discrimination and then the employer took an adverse employment action against you because of that report, that retaliatory act is unlawful. The same is true for co-workers who report discrimination or otherwise provide information regarding discrimination on behalf of a fellow employee. If you successfully demonstrate that your employer unlawfully retaliated against you, you are entitled to lost wages, compensatory and punitive damages (that may be capped depending on the number of employees), and attorneys’ fees.