Disability Discrimination

Disability Discrimination Lawyers in Moorestown, NJ

Protecting Against Disability Discrimination in New Jersey

While discrimination in the workplace continues, there is rarely “smoking gun” evidence of its existence. Likewise, it rarely leaves a paper trail. Instead, discrimination often takes more subtle forms. An employee’s chance of success in a discrimination claim increases exponentially when they enlist the help of a highly experienced attorney. To win disability discrimination cases, attorneys must possess detailed knowledge of employment laws and the skills to gather documentation and evidence.

It is important for employees to be aware of their rights to not face discrimination for mental or physical disabilities. Employers that disregard this right are in violation of the law and should be held accountable.

Are you facing discrimination based on disabilities? Speak with a New Jersey disability discrimination lawyer. At Schall & Barasch LLC, we handle all employment law cases, including cases of disability discrimination. Fill out our online contact form today.

How the Americans with Disabilities Act (ADA) Protects New Jersey Residents

The ADA prevents employers from discriminating against both current employees and applicants with any type of disability.

This includes discrimination in aspects of:

  • Hiring
  • Firing
  • Fringe benefits
  • Promotion
  • Pay

The ADA also protects employees from retaliation from making a complaint. If your workplace employs at least 15 people, it must follow the ADA. They must adhere to these rules and regulations. Employers of people with disabilities must also make reasonable accommodations for them. For example, if an employee uses a wheelchair, the employer must make sure there are ramps at any place where there are stairs.

At Schall & Barasch LLC, our Moorsetown ADA lawyers fight to protect your employment rights. We are passionate about standing up to employers that try to break crucial employment laws.

How Do You Prove Disability Discrimination?

To prove you have faced discrimination due to a disability, you must meet certain criteria. First, you must be sure your impairment meets the legal requirements for a disability according to the law. We will explain more of what these disabilities may entail below. If your disability meets the requirements, you should attempt to document any instance of discrimination. Write it down or take pictures or videos. This can help your case later.

The best way to prove disability discrimination is to enlist the help of an experienced employment law attorney. Disability discrimination lawyers are the best resource available to you to address these disputes. They possess the skills and knowledge required to protect your rights and prove discrimination at both the federal and state levels.

Can You Sue for ADA Violations in NJ?

The Equal Employment Opportunity Commission (EEOC) states employers shouldn’t be spending too much time determining if employees meet the definition of a disability. Instead, they should focus on the accommodation requested. If it’s reasonable and can be provided without undue hardship, the employer should work to accommodate it.

If the employer doesn’t accommodate the requests or if he or she discriminates against an employee with disabilities, the employer may file a lawsuit. However, before suing, you should take the complaints up with the company first. You are not required to file a complaint with the EEOC. Instead, we recommend requesting a free consultation with a disability discrimination attorney.

Is it Better to Get a Lawyer for Disability Discrimination?

Before making a complaint or going to an outside authority, it may be helpful to get an attorney if you feel you’re being discriminated against. The general rule of thumb is “the earlier, the better.” As soon as you notice discriminatory behavior toward your disability, you should at the very least request a consultation with a lawyer to see if you have a case.

What Conditions Qualify as Disabilities?

The ADA protects an individual with any kind of mental or physical impairment that limits their ability to perform a major life activity. A major life activity includes every day, basic tasks such as hearing, seeing, walking, bending, or communicating. It also includes any major bodily functions.

This may be any of the following functions:

  • Neurological or brain functions
  • Respiratory functions
  • Circulatory functions
  • Digestive functions
  • Bowel or bladder functions
  • Immune system functions
  • Normal cell growth
  • Endocrine functions
  • Reproductive functions

It is also illegal for an employer to discriminate against you based on any previous disability. For example, if an employee is in remission from cancer, they cannot not be discriminated against in any way.

In addition, it is also illegal for an employer to discriminate against an employee on the basis that they believe them to have a disability, even if they don’t. If the employer incorrectly believes that someone possesses a disability, that person is protected as well.

What Is Considered a Violation of ADA?

Disability discrimination can appear in many different forms. People face discrimination for anything from paralysis to allergies. Others are discriminated against for intellectual disabilities or impairments. The ADA does not provide an inclusive list for all the disabilities that meet these requirements. Instead, it simply defines a disability as a “physical or mental impairment that substantially limits one or more major life activities; has a record of such an impairment; or is regarded as having such an impairment.”

Further, the ADA defines a physical or mental impairment as any “physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more body systems.” Though there is no formal list of the type of disabilities covered, there are some that one can easily consider a disability within the context of the law.

This may include any of the following:

  • Blindness
  • Deafness
  • Intellectual disabilities
  • Autism
  • Cerebral Palsy
  • Mobility impairments that require use of a wheelchair
  • Partially or completely missing limbs
  • Cancer
  • Diabetes
  • Epilepsy
  • Depression
  • Bipolar disorder
  • Obsessive-compulsive disorder
  • PTSD
  • Schizophrenia
  • Multiple sclerosis
  • Muscular dystrophy
  • HIV infection

Obvious discrimination against one or more of these disabilities directly violates the ADA.

What Is a Reasonable Accommodation?

A reasonable accommodation is an adjustment by an employer that allows a person with a disability to perform the essential functions of his or her job. This could entail changes to the application or hiring process, the work environment, or to how a job might be performed. These adjustments allow individuals with disabilities access to equal opportunities that enable them to find work and successfully perform tasks to the same extent as people without disabilities.

The ADA requires reasonable accommodations with respect to three aspects of employment:

  • Application process
  • Employers must ensure equal opportunity in the application process.
  • Job performance
  • Benefits and privileges of employment
  • Employers must enable qualified individuals with disabilities to perform essential functions of their job.

An employee with a disability must enjoy equal access to the benefits and privileges of employment.

As long as a person is qualified for a job, they are entitled to “reasonable” accommodations for their disabilities. An accommodation is “reasonable” if it does not create an undue hardship or direct threat.

Employers may make reasonable accommodations with the following actions:

  • Allowing service animals
  • Providing an aid or a service to increase access
  • Modifying a restroom or the layout of a workspace
  • Installing a ramp
  • Allowing a flexible work schedule
  • Changing job tasks
  • Providing reserved parking spots
  • Reassigning an employee to a vacant position
  • Providing or adjusting equipment, software, or a product
  • Allowing deaf employees to use videophones to facilitate communication.
  • Providing screen reading or magnifying software
  • Ensuring all computer software is accessible

Contact Disability Discrimination Lawyers Schall & Barasch LLC Today

If you believe you’ve been discriminated against on account of your disability, you need Schall & Barasch LLC on your side. Contact our firm today to see how we can help you in your case.

Click here to fill out our online form.

Tenacious & Strategic

Your Case Deserves a Resilient Voice
    Patricia and Richard will advocate for your rights!

    “I was referred to Patricia Barasch for my wrongful termination and age discrimination case. Although I was going through one of the most difficult times in my life and feeling depressed, worthless and ...”

    - Judy M.
    Responsive, efficient & a pleasure to work with.

    “Without hesitation, I would recommend this firm to individuals needing employment consultation advice and counsel.”

    - Irena K.
    Very Professional & friendly.

    “Their experience in labor law and their expertise makes Schall & Barasch the choice for any labor-related issues.”

    - Surya N.
    Treated me with kindness & compassion at all times.

    “Richard worked tirelessly and diligently for me. I always felt that I was in the best hands possible and am very pleased with the outcome of my case.”

    - Jacquie W.
    Look no further!

    “Richard and the team knew exactly how to get me out of my career-hindering noncompete agreement. He made the process as smooth as it could be.”

    - Abigail S.
/

Dedicated to Protecting the Rights of New Jersey Employees

  • Please enter your first name.
  • Please enter your last name.
  • Please enter your phone number.
    This isn't a valid phone number.
  • Please enter your email address.
    This isn't a valid email address.
  • Please enter your city.
  • Please enter your state.
  • Please enter the company name.
  • Please enter your date of hire.
  • Please enter your age.
  • Please make a selection.
  • Please briefly describe your situation.