Disability Discrimination Attorney
Were You Treated Unfairly at Work Because of a Disability or Medical Condition?
Employees should not have to choose between protecting their health and protecting their job.
If you were fired, demoted, denied reasonable accommodations, placed on an unwanted leave of absence, or otherwise treated unfairly because of a disability or medical condition, you may have legal rights.
Bartz Law Group, APC represents employees who have experienced disability discrimination, failure to accommodate, retaliation, wrongful termination, and other unlawful workplace practices.
Aaron Bartz is an Employment Attorney in California. Call me at 1-800-503-5716 any time, 7 days a week and I will do my best to answer your call the first time, but when I can’t, you can count on me to return your voicemail very quickly!
If you believe your employer treated you differently because of a physical or mental disability or medical condition, contact our legal team to discuss what happened.
Your consultation is confidential.
Contact Bartz Law Group, APC Today
What Is Disability Discrimination?
Disability discrimination can occur when an employer treats an employee or job applicant unfairly because of an actual or perceived physical or mental disability or medical condition.
Discrimination can happen during hiring, employment, promotion, scheduling, compensation, discipline, medical leave, or termination.
Examples of potential disability discrimination may include:
- Firing an employee because of a disability or medical condition
- Refusing to provide a reasonable workplace accommodation
- Denying or discouraging medical or disability leave
- Reducing an employee’s hours after learning about a medical condition
- Demoting or transferring an employee because of a disability
- Refusing to return an employee to work following medical leave
- Treating an employee differently after requesting an accommodation
- Making offensive or degrading comments about an employee’s disability
- Assuming an employee cannot perform their job because of a medical condition
- Denying employment opportunities because of an actual or perceived disability
- Punishing an employee for medical-related absences that may be legally protected
- Terminating an employee shortly after learning about a disability or medical condition
Not every unfair employment decision is unlawful, but when a disability or medical condition influences how an employer treats an employee, it deserves closer review.
Did Your Employer Refuse to Accommodate Your Disability?
Employees with disabilities may be entitled to reasonable accommodations that allow them to perform their jobs.
Depending on the circumstances, reasonable accommodations may include:
- Modified work schedules
- Additional or extended breaks
- Modified job duties
- Ergonomic equipment
- Remote or hybrid work arrangements
- Temporary work restrictions
- Medical leave
- Reassignment to an available position
- Changes to workplace policies or procedures
- Other reasonable modifications to the employee’s working conditions
An employer generally should not simply ignore an accommodation request or immediately terminate an employee because an accommodation is needed.
The specific facts matter. If you requested help because of a medical condition and your employer refused to work with you, Bartz Law Group, APC can review what happened.
Were You Forced to Take Leave Instead of Being Accommodated?
Some employers automatically place employees on medical leave even when the employee may be able to continue working with a reasonable accommodation.
Others refuse to allow an employee to return to work until they are “100% healed” or have no medical restrictions.
These types of policies can raise serious legal concerns.
If you were capable of working with reasonable restrictions or accommodations but your employer refused to consider them, you may have a disability discrimination claim.
Were You Fired While on Medical or Disability Leave?
Losing your job while dealing with a serious health problem can be devastating.
An employer may claim that a termination was based on attendance, performance, restructuring, or another business reason. However, the timing and circumstances surrounding the decision can be important.
Potential warning signs may include:
- You were terminated shortly after requesting medical leave
- You were fired after providing medical restrictions
- Your employer complained about your medical appointments
- Your hours were reduced after disclosing your condition
- You received negative reviews only after requesting an accommodation
- Your employer pressured you to return before your doctor released you
- Your position was suddenly eliminated while you were on leave
- You were told you could not return until you had no restrictions
If something about the circumstances does not seem right, it may be worth having an employment attorney review the situation.
Disability Discrimination Can Include Mental Health Conditions
Workplace disability protections are not limited to visible physical disabilities.
Depending on the circumstances, employees with qualifying mental health conditions may also be protected from discrimination.
Potentially protected conditions can include mental or psychological conditions that substantially affect an employee’s ability to perform major life activities or require workplace accommodations.
Employees should not automatically be subjected to adverse treatment simply because they seek treatment, request an accommodation, or disclose a qualifying condition.
Did Your Employer Retaliate After You Asked for Help?
Employees may fear that asking for an accommodation or medical leave will cause their employer to treat them differently.
Retaliation may include:
- Termination
- Demotion
- Reduced hours
- Unfavorable schedules
- Discipline or write-ups
- Increased scrutiny
- Removal of responsibilities
- Denial of promotions
- Transfer to a less desirable position
- Harassment or intimidation
- Other negative treatment after requesting an accommodation or asserting workplace rights
If your employer’s attitude toward you changed after you disclosed a disability, requested an accommodation, or took medical leave, that change may be important.
You Do Not Have to Know Whether Your Employer Broke the Law
Employment laws involving disabilities, reasonable accommodations, medical leave, and retaliation can be complicated.
You do not need to determine on your own whether your employer’s conduct was illegal before speaking with an attorney.
If you believe your disability or medical condition played a role in how you were treated at work, Bartz Law Group, APC can review the circumstances with you.
Preserve Information About What Happened
If possible, keep copies of information that may help document your situation, including:
- Emails
- Text messages
- Accommodation requests
- Doctor’s notes
- Medical restrictions provided to your employer
- HR communications
- Leave requests
- Performance reviews
- Disciplinary notices
- Termination documents
- Work schedules
- Names of witnesses
- Notes regarding conversations with supervisors or HR
You do not need to have every document before contacting an attorney.
Speak Confidentially With Bartz Law Group, APC
Bartz Law Group, APC is committed to seeking justice for employees who have been subjected to disability discrimination, retaliation, wrongful termination, and other unlawful employment practices.
Aaron Bartz has prosecuted numerous employment and class action matters and has experience representing employees against employers and large corporations.
If you believe you were discriminated against because of a disability or medical condition, contact our legal team to discuss your potential claim.
Your information will be treated confidentially.
Were You Discriminated Against Because of a Disability?
Request a Confidential Case Review Today.
You may have rights. You may have options. Let Bartz Law Group, APC review what happened.
Contact Bartz Law Group, APC Today