J Gill Law Group

What Is The Americans With Disability Act?

The ADA is a landmark civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including:

Employment
Transportation
Public accommodations
Government services and programs
Telecommunications

Enacted in 1990, the ADA aims to help ensure equal opportunities and access for people with disabilities.

Who Is A Disabled Person Under The ADA?

Under the ADA, a person is considered disabled if they have a physical or mental impairment that substantially limits one or more major life activities. Common examples include:

Mobility impairments
Sensory impairments
Mental health conditions
Chronic illnesses
Neurodevelopmental disorders

At J. Gill Law Group, P.C., we’re committed to representation in disability discrimination law.

What Are Reasonable Accommodations?

These accommodations are adjustments or modifications made to enable individuals with disabilities to perform their job duties effectively. They can include:

Flexible work schedules
Modified equipment
Changes to the physical workspace
Job restructuring
Telecommuting options
Additional breaks or rest periods

Under the ADA, employers must provide reasonable accommodations to qualified individuals with disabilities, better ensuring equal opportunities in the workplace for all.

How To Request Reasonable Accommodations In The Workplace

If you require a reasonable accommodation to perform your job duties due to a disability, you should inform your employer about your needs. This can be done through:

Informing your employer verbally.
Submitting a written request.
Using any established company procedures for accommodation requests.

An attorney from J. Gill Law Group, P.C., can guide you through requesting accommodations, helping ensure your rights are protected, and advocating on your behalf if needed.

What Should An Employer Do After A Reasonable Accommodation Is Requested?

Once a reasonable accommodation is requested, the employer should engage in an interactive process with the employee to determine the most appropriate accommodation. This may involve discussing the nature of the disability, the functional limitations it imposes and potential accommodation options.