Moving disability law forward

What the Civil Rights Act of 1964 did for women, people of color, immigrants, and non-Christians, the Americans with Disabilities Act did for those who are differently abled.

Since 1990, the ADA has banned discrimination in the workplace. It requires public entities or companies with more than 15 employees to make “reasonable accommodations” that let disabled workers do a job for which they are otherwise qualified. Finding “reasonable accommodations” is supposed to be an interactive process, with employee and employer working together.

At Burnette Shutt & McDaniel, our ADA lawyers are ready to help workers who believe their employer or potential employers aren’t reasonable enough. We fight to help people get what they need, and what they’re legally entitled to, to become productive members of society.

We are poised to help employees with EEOC complaints in the case of on-the-job discrimination, or with a Department of Justice complaint if the problem with a public entity or commercial facility.

Accommodations are only one part of the complicated Americans with Disabilities Act. It also prohibits discrimination during the application, interview, or hiring process. Disabled workers must be on equal footing when it comes to promotions and firings as well. The law prohibits retaliatory demotions or pay reductions too.

The ADA also requires that public buildings and commercial facilities be accessible to everyone.

ADA covers both mental and physical challenges. It applies to permanent disabilities such as deafness and blindness as well as temporary disabilities such as broken bones. In general, any condition that effects walking, speaking, breathing, learning, lifting and more are covered.

For a period of time, courts whittled away rights and then Congress passed laws that restored them. If your ADA complaint was previously rejected, it might be worth talking to Burnette Shutt & McDaniel to see if you’re now covered.