Jay Trucks and Associates Legal Blog

The Americans with Disabilities Act (ADA) prevents employers from discriminating against qualified employees based on their disability. The ADA offers protection for the following work-related areas:

• Hiring
• Firing
• Advancement
• Compensation
• Job training
• Conditions of employment

The ADA applies to employers with at least 15 employees. State and local government employers, employment agencies, and labor organizations must abide by these laws as well.

According to the ADA, a person is considered to have a disability if he or she has a physical or mental impairment that limits the ability to perform one or more major life activities. A person with a disability is considered a qualified applicant or employee if he or she can perform the essential job duties with or without reasonable accommodation. The following are considered reasonable accommodations:

• Making existing facilities more easily accessible to employees with disabilities
• Job restructuring or modifying work schedules
• Obtaining equipment, devices, or training materials
• Providing qualified readers or interpreters

An accommodation is not considered reasonable if it causes an “undue hardship” on the employer’s business. Any action causing difficulty or resulting in excessive costs for the employer will be considered an undue hardship. Furthermore, an employer is not required to lower standards to make an accommodation for a person with a disability.

If you believe that your employer has discriminated against you based on your disability, you may be entitled to receive compensation for your damages. It is important to consult an experienced employment law attorney to ensure that your rights are properly represented.

The attorneys at Jay Trucks & Associates can help you recover damages from an employer who has discriminated against you based on your disability. Please contact our Flint, Michigan employment law attorneys today to schedule a consultation.