- Failing to provide reasonable accommodations so that an employee with physical limitations can perform his or her job
- Refusing to hire a qualified applicant because of a perceived disability
- Neglecting to adhere to protect an injured or ill employee’s position while on approved medical leave of absence
- Asking job applicants about their health or medical status
- Allowing harassing behavior directed at a disabled employee to persist despite complaints
- Failing to make adjustments in the workplace to accommodate disabled employees, such as installing door openers, ensuring that aisles are wide enough for wheelchairs and scooters or erecting ramps and handrails
Taking formal legal action should be the last recourse taken to address injustice in the workplace. The process takes enormous time, energy and expense and can be stressful. This is exactly why we carefully consider each step: whether to take a case, reach an out-of-court settlement, or go to trial. In making each of these decisions, we have one goal: what is best for our client.
Case Screening and Evaluation
After you contact us, the first step is to arrange a telephone screening with an attorney. After you have spoken with an attorney over the phone, we may recommend meeting with you for an in person case evaluation. At that meeting, we will ask questions to determine your goals, your needs and the merits of your case. An evaluation does not guarantee that we will take the case, or that we will decide to litigate. No matter what course of action is decided, the consultation will provide you with expert advice on your next steps.
After the case evaluation, you will know whether you have a case, whether it is worth spending time and money pursuing what your rights are and what your employers’ rights are.