Northridge Disability Discrimination Lawyers

Helping Clients Assert Their Rights

No one should become a victim of disability discrimination at work. Despite the laws that protect people with disabilities, however, this is a common employment law violation around the country. When you face discrimination at work because of your disability, however, you can fight for damages to hold your employer accountable for its behavior.

We at K2 Employment Law help clients assert their rights after experiencing many kinds of discrimination, including disability discrimination. We believe all employees should be treated with dignity and respect for their rights in the workplace, and we help people fight to hold employers responsible for allowing unlawful mistreatment to become severe and pervasive in their workplaces. Rest assured that our disability discrimination attorneys in Northridge have your best interests in mind and can help you fight against unfair treatment at work.

Learn more during a free consultation with us. Call K2 Employment Law now at (800) 590-7674 to get started.

How to Identify Disability Discrimination in the Workplace

Disability status is one of many characteristics protected by federal and state law. Employees with certain medical conditions qualify for disability protection under the Americans with Disabilities Act (ADA). If you have a physical or mental condition that qualifies you for protection, you may encounter disability discrimination in the workplace, but it’s not always apparent.

Common examples of disability discrimination include the following:

• Promoting or allowing workplace harassment because of an employee’s disability
• Denying any kind of reasonable accommodation for a disability
• Retaliating against an employee for requesting reasonable accommodation
• Wrongfully terminating an employee because of their disability
• Telling “jokes” or making comments that are biased against any disability
• Refusing to promote or give a raise to an employee because of their disability

There are many more ways disability discrimination can manifest in the workplace. If you think you were subjected to unfair treatment because of your disability, you may have a claim. Not sure? Let our disability discrimination lawyers in Northridge help. Reach out to K2 Employment Law today for a free consultation.

What Is Reasonable Accommodation for a Disability?

Reasonable accommodation for a disability is any modification to a work environment, schedule, or secondary duties that allows an employee with a disability to perform their primary work duties. One of the most common forms of disability discrimination occurs when an employer denies a request for reasonable accommodation.

Common examples of reasonable accommodation include the following:

• Reconfiguring workspace layout to accommodate a mobility aid
• Providing a reserved parking spot close to the workplace’s entrance
• Allowing additional or flexible rest breaks
• Work-from-home arrangements
• Late-start schedule
• Providing screen reader software
• Providing closed captioning software for video conferences
• Allowing service animals into the work environment

These are just a few of the possible accommodations an employee with a disability can request. If there is any modification an employer could potentially make to an employee’s work environment, schedule, or duties, it may be requested for consideration as a reasonable accommodation.

How Do I Request Reasonable Accommodation?

You can legally request reasonable accommodation by telling your employer you need an adjustment to your workplace, schedule, or duties to accommodate a disability.

You don’t need to provide this notice in writing, and you don’t even need to use the term “reasonable accommodation.” There are no such requirements in the ADA. You do, however, have to disclose your disability to your employer, who may be able to request medical information specifically pertaining to your disability status.

Do Employees Have to Pay for Their Own Accommodation?

No. Some types of accommodation may require purchasing special furniture, software, or other work materials, but employees don’t have to pay for these.

When accommodation for a disability costs money, employers are completely responsible for this cost. They can’t require employees to purchase materials themselves or take the cost of accommodation out of their paychecks. If an employer is wary about the cost of accommodation, they may suggest an alternative accommodation that costs less or nothing at all.