ADA Discrimination Lawyers

ADA Discrimination Attorneys

The Americans with Disabilities Act (ADA) of 1990 prohibits discrimination against persons with disabilities in both public and private workplaces. It also forbids local or state government services, programs, and activities from discriminating against those with disabilities.

Whether you are currently disabled, have a record of a disability, or are simply assumed to have a disability, your employer cannot make decisions that impact you negatively based on these things alone. Nor can they claim you are not able to perform the work they hired you to do if they will not make reasonable accommodations.

If you’ve been discriminated against because of your disability, contact Morgan & Morgan – you may be eligible for financial compensation. Our ADA discrimination attorneys have a proven track record fighting for the rights of victims like you. With more than 400 attorneys and 50 offices nationwide, we have the resources and reach necessary to go up against even the biggest companies. Don’t go through this alone. Morgan & Morgan is ready to be by your side, fighting for the compensation and justice you deserve.

Title I of the ADA:  Workplace Discrimination

Title I of the ADA achieves the following:

  • It provides workplace protection to individuals with disabilities.

Private employers with 15 or more employees cannot discriminate against qualified job applicants because of their disability. Moreover, employers cannot make decisions relating to hiring, promotions, pay, and more on the basis of an employee’s fitness for the job.

The Department of Justice and U.S. Equal Employment Opportunity Commission (EEOC) are both tasked with enforcing Title I. The EEOC handles private employers, while the Department of Justice takes on state and local government employers.

  • It directs companies to make reasonable accommodations for disabled employees. 

A “reasonable accommodation” is an adjustment that will allow a disabled person to perform their job effectively. While the employer is required to provide accommodation, it does not have to be precisely what the employee suggests. Moreover, a company does not need to comply with an accommodation request if doing so would create an “undue hardship” — e.g., if it’s too costly.

Title II of the ADA: Discrimination by Public Services

Just as local and state employers cannot discriminate against individuals because of their disability, government services and programs can’t either.

For instance, public entities that provide educational services must provide those services to individuals regardless of any intellectual or developmental disabilities they may have. They are also not allowed to segregate individuals on the basis of their disabilities: Title II imposes an integration mandate.

Morgan & Morgan Fights Discrimination

If you believe you’ve experienced workplace discrimination, contact Morgan & Morgan. Not all law firms are the same, and choosing the right legal representation can make all the difference. We’ll assign you a full team of lawyers and legal staff to expertly navigate every phase of your case. We’ve recovered billions of dollars on behalf of our clients and have the resources to put more money behind your case than the other guys. And, we never charge by the hour – you only pay us if we win. Fill out a no-cost case evaluation form today and discover what Morgan & Morgan can do for you.

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