Disability discrimination in the workplace is illegal. If you think that you have been discriminated because of disability, or you constantly face disability discrimination at work, you should contact a disability discrimination attorney.
Disability discrimination is unfair treatment in the workplace on the basis of disability. In other words, disability discrimination happens when an employer makes an important employment decision based on an employee’s disability rather than the employee’s skills, qualifications, or job performance.
In addition, disability discrimination laws also prohibit disability harassment. Employers may be vicariously liable for disability-based harassment perpetrated by supervisors if the employer knows or should have known the harassment was occurring and failed to act.
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The ADA makes it illegal for an employer to refuse to hire, fire, demote, reduce pay, reassign, or otherwise deny workplace benefits or perks to an employee simply because that employee is disabled in some way.
The ADA does not allow companies with 15 or more employees to discriminate on the basis of a disability or perceived disability. The New York State and New York City Human Rights Laws additionally cover all employers who employ between 4 and 14 workers.
The ADA and the majority of state discrimination laws only provide protection for qualified disabled workers as well as workers who “are regarded as” or “perceived as” disabled.
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The ADA defines a disability as a physical or mental impairment that substantially limits one or more major life activities. The term also applies to any employee who is regarded by his or her employer as disabled, even if the employee does not actually fit the definition.
This broad definition means that many people who do not consider themselves disabled may still find protection under the ADA. The law applies to both full-time and part-time employees.
Discrimination occurs when an employer takes action against a worker because of the worker’s disability, despite the fact that the worker is otherwise qualified to perform the job.
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“Otherwise qualified” means that the worker is able to perform the essential functions of that position with or without a reasonable accommodation.
If there is no reasonable way a person with a disability could perform the essential functions of a job, even if the employer makes reasonable accommodations, it is not discriminatory to deny the person the position.
Is your disability or condition covered by the ADA? You can find out by contacting an ADA lawyer in New York. ADA discrimination is more common than many people want to believe, and disability discrimination attorneys can assist in resolving your claims.
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Whether an accommodation is reasonable, however, depends on the degree to which an accommodation would disrupt the employer’s operation or result in unreasonable cost.
What truly matters is not the actual disability an employee or job applicant has, but whether the employee or job applicant is qualified and able to do the job with or without an accommodation.
If you believe you may have been discriminated against on the basis of your disability, call a New York disability discrimination attorney today for a consultation about your right to recover damages from your employer.
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While these are simply examples of what could happen, disability discrimination attorneys can help you determine whether you have a claim based on your own experiences.
Perceived disability discrimination occurs where an employer believes an employee has a disability and discriminates on that basis regardless of whether the employer is correct that the employee’s perceived condition is actually a disability.
Perceived disability discrimination can occur either because an employee has a past record of having a disability or because an employer erroneously believes that a certain condition constitutes an actual disability.
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For example, if a job applicant has a record of childhood asthma, but no longer suffers from shortness of breath or other respiratory problems, it would be illegal to not hire that applicant solely because of asthma-related concerns.
Many of our clients find the notion of perceived disability discrimination confusing. If you are unclear about your rights under the ADA, call a New York disability discrimination attorney to learn more about your case.
Direct Evidence: Direct evidence is a “smoking gun, ” such as an e-mail an employee was accidentally cc’d on that contains derogatory comments about a disabled employee or a letter from an employer explaining that a disabled employee was fired due to his or her disability. While this kind of evidence is rare, it will conclusively prove discrimination.
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Circumstantial Evidence: In the absence of direct evidence, discrimination may be proven with circumstantial evidence, which is evidence that relies on an inference to connect it to discrimination.
Once you have determined that you have evidence to support your claims, you should fill out our law firm’s contact form on this webpage.
The contact form will alert our ADA attorneys to the nature of your claim and you will be contacted regarding the next steps in the claims filing process.
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In New York, under the ADA, an employee must file a charge of discrimination with the Equal Employment Opportunity Commission (“EEOC”) within 300 days of the most recent discriminatory act. Once a Notice-of-Right-to-Sue is received from the EEOC, an employee must file his or her lawsuit within 90 days.
Under the NYS and NYC Human Rights Laws, an employee must file a claim in court within three (3) years of the last discriminatory act.
If you think that you have been discriminated in the workplace because of your disability, you should seek a professional evaluation of your possible disability discrimination claims. Contact NYC discrimination lawyers and request a free consultation.
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We at the Law Office of Yuriy Moshes work in the greater New York City area including all of the boroughs of New York City (Manhattan, Brooklyn, Queens, the Bronx and Staten Island) as well as Northern New Jersey, upstate New York, and Long Island.
Do not waste time. Contact a disability discrimination lawyer for a free consultation and get a professional evaluation of your possible disability discrimination case. During the consultation, we will help answer your questions, explain the disability discrimination laws that apply in your situation, and discuss all of your legal options.
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Under federal employment law, all qualified persons with a disability who are able to work have a right to work and not be discriminated against in the workplace. The ADA protects disabled persons from workplace discrimination in many different ways as the following article describes. If you suffer from a disability, it is important for you to understand your rights so that you can remain competitive in the workforce and fight against a form of workplace discrimination that is far too common.
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The ADA generally protects disabled workers from discrimination by making discrimination in the workplace against actual, recorded, or perceived disabilities and by requiring employers to make reasonable accommodations for disabled workers. There are three important components to coverage under the ADA:
Under the 2008 amendments to the ADA, disability is defined as a condition that substantially limits one or more major life activities. The law lists specific examples of major life activities, including caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working. The law also lists major bodily functions that are deemed major life activities, including, but not limited to, functions of the immune system; normal cell growth; and digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions. If an employee or job applicant is limited in regard to the performance of a major life activity, that person is disabled.
The ADA prevents three types of discrimination related
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