Discrimination Against Disabled Employees at Work

If you are a disabled employee and are being discriminated against at work, you have many options for redress. You can report the discrimination to HR, or seek legal advice from an employment lawyer. Legal counsel will be able to assess your case, and provide you with valuable advice. In some cases, you may be able to file a complaint on your own. If this is not possible, however, you can always contact the disability rights advocacy group.

You should make sure that your company is aware of your employee’s disability, as a public declaration of disability may be a violation of the law. Furthermore, it may be discriminatory if an employer restricts promotions for employees with disabilities. To ensure your company doesn’t fall victim to this type of discrimination, make sure that you train your management staff on the rights of the disabled. This information is crucial to preventing discrimination against employees in the workplace.

Another option for employers is to draft and enforce an anti-discrimination policy. This policy should be written according to the standards set by the Americans with Disability Act. If you don’t have time to draft this document yourself, consider enlisting the services of a lawyer. A lawyer will review the handbook and ensure it complies with federal laws. Once the anti-discrimination policy is in place, you should make sure that your employees are aware of it.

disability law

The ADA also grants employers the right to refuse to hire someone who poses a “direct threat” to their health and safety. “Direct” means a person with a disability can cause significant harm to an employee’s health and safety. Employers have legitimate concerns about ensuring a safe workplace, and the nature of a disability can result in an unacceptable risk of harm to employees. For this reason, the ADA protects disabled employees against discrimination at the workplace.

How to Stop Discrimination Against Disabled Employees at Work

The Employment Equality Act also contains provisions for positive action in recruitment and promotion. This means employers must provide accommodations for disabled employees who are applying for a job. They are not required to give them the job if other candidates are better suited for it. However, employers must prove their actions are proportionate to the purpose of their hiring. So, if the employee is disabled, they may have a case against the employer.

It is vital to communicate with your employer about your needs so that they can meet them. In many cases, the ADA will protect you against discrimination based on disability, and you should never feel intimidated about disclosing your disability. In addition, you should also make sure you keep any information about your disability confidential. The ADA also requires that any medical examination results be kept in a separate file. You can file your complaint in court, and you can appeal if you feel the discrimination is justified.

While the Americans with Disabilities Act was passed in 1990, it has only opened up the doors for people with disabilities in various aspects of their lives, including employment. However, discrimination still exists in the corporate world. As of 2013, 24,238 disability discrimination charges were filed with the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC does not include state or local Fair Employment Practices Agencies.