Los Angeles Americans With Disabilities Act Lawyer
Discrimination Attorneys Protecting the Rights of LA Workers with Disabilities
If you believe that an employer has discriminated against you and violated the Americans With Disabilities Act (ADA), your first step should be to contact a reliable attorney. An LA employment law attorney will help you navigate the claims process and help you secure reinstatement or other compensation that applies to your situation. Workplace discrimination cases can quickly become complicated, so verify that your attorney has experience in cases similar to your own.
The first official step in an ADA violation claim is to file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC dictates that you have 180 days from the date you became aware of your employer’s discriminatory conduct to file a claim. In some situations, state law will extend this window to 300 days.
Navigating the claims process and obtaining a fair settlement is difficult without reliable legal counsel. The Los Angeles Americans with Disabilities Act lawyers at Mathew & George have a proven history of advocating our clients’ best interests, and we are recognized as a leading employment law firm in southern California and the Los Angeles area. If you believe that you have experienced an ADA violation, reach out to Mathew & George for a free consultation about your case with one of our Los Angeles ADA attorneys. We will review the details of your situation and let you know what legal recourse is available.
What Does the ADA Protect Against?
The Americans with Disabilities Act was created to protect disabled workers. Whether employees were already disabled when they were hired, or they experienced a disability during their career, the ADA will protect employees. These protections include:
Workplace discrimination describes any negative actions taken against an employee that interferes with his or her right to work or otherwise creates a hostile or distressful work environment. Discrimination takes many forms, including disability discrimination. Disabled individuals must receive equal treatment. Employers are legally required to make necessary accommodations for disabled employees, as long as doing so is reasonable and does not create any undue hardships for the employer. Any violation of the law in regards to accommodating employees with disabilities deserves the attention of a Los Angeles discrimination attorney immediately.
The Americans with Disabilities Act (ADA) of 1990 was enacted to ensure that employers do not discriminate against qualified employees who have disabilities. A disability is legally defined as any physical or mental impairment that hinders major life activities, such as walking, standing, hearing, or other similar factors. The ADA also prevents employers from taking negative actions against employees due to a belief that the employee has a disability or a history of having a disability.
The ADA requires employers to treat disabled employees fairly. Disability discrimination can pertain to:
- Job duties
- Rate or salary
- Workspace location
- Any other employment-related circumstance or activity
In addition to prohibiting interfering with an employee’s right to work in a discrimination-free environment, employers must also make reasonable accommodations for disabled employees. A “reasonable accommodation” in the legal sense defines any adjustment to the employee’s work or working environment that enables him or her to perform his or her job duties. However, it is important to note that employers are not legally required to perform any changes that would require significant expense or inordinate difficulty.
Additionally, the requested changes are not legally necessary if they would interfere with other employees’ work and working environments or reduce the efficiency of the business. For example, an employee who needs to use a wheelchair may request a small wheelchair ramp so he or she can access the building. Such an adjustment would typically be a low-cost change for the employer to make, and a court would likely deem such an accommodation reasonable.
Employers are not allowed to ask questions about an applicant’s disability, even if such a disability is readily apparent—such as requiring the use of a wheelchair. The employer may only ask if the applicant’s disability would prevent him or her from performing the essential functions of the position. Employers are also prohibited from requiring medical examinations if they suspect that an employee or applicant has a disability.
Have You Experienced an ADA Violation in Los Angeles? Let Our Attorneys Help!
If you believe that you or a loved one has been the victim of an ADA violation, contact the Los Angeles ADA rights lawyers at Mathew & George to see how we can help determine and fight your case. Our ADA attorneys know the ins and outs of employment discrimination and can help defend your rights as an American worker.