Handicap Discrimination

One of the best parts of working in the United States of America is the right to equal employment opportunities. According to the law, employees are free from discrimination regarding age, sex, race, religion, and physical or mental disability or handicap.

Unfortunately, these laws do not keep some employers from victimizing employees or applicants based on such characteristics. One of the most prevalent forms of discrimination against disabled workers is hiring. If you or someone you know faced mistreatment regarding a disability regarding employment, don’t hesitate to pursue prompt legal action.

Discrimination can come in various forms, and it may be hard to distinguish between what’s considered “hard prejudice” and what’s not. Under the Americans with Disabilities Act (ADA), it is illegal for an employer to discriminate against an employee or applicant with disabilities.

The Americans with Disabilities Act (ADA) protects individuals from discrimination at work, places of public accommodation, state and local government services, transportation, and telecommunications. There are many disabilities recognized under the ADA, including physical or mental impairments. The following conditions are protected:

• AIDS/HIV
• Alcoholism
• Asthma
• Blindness and other visual impairments
• Cancer
• Cerebral palsy
• Depression
• Diabetes
• Epilepsy
• Hearing impairments
• Heart Disease
• Loss of body parts
• Migraines
• Muscular dystrophy
• Orthopedic impairments
• Paralysis
• Pregnancy complications
• Speech impairments
• Thyroid gland disorders
• Tuberculosis

It is essential to understand what counts as handicap discrimination, and our team is here to help you navigate the process of filing a claim. Dealing with disability and handicap discrimination is extremely difficult, especially in your workplace, where you should feel safe and protected. No one should ever have to experience such unlawful behavior.

If you believe you were discriminated against, reach out to our team for a consultation before filing a complaint with the ADA.