Central New Jersey Accommodation For Disabilities Lawyers
Federal law prohibits discrimination on the bases of race, color, national origin, religion, age, sex, disability, or using the Family and Medical Leave Act (FMLA). The Americans with Disabilities Act Amendments Act of 2008 (ADAAA) went into effect on January 1, 2009, making it easier to qualify for protection. New Jersey’s Law Against Discrimination (LAD) also provides protection for disabled workers.
You may still need legal representation to fight employment discrimination, however. At Hanan M. Isaacs, P.C., we have the experience to protect your rights in the workplace. To arrange a consultation with a central New Jersey accommodation for disabilities attorney, please call 609-683-7400.
We Ensure Employers Comply With The Law
Employers are not allowed to make employment decisions based on a person’s disability or perceived disability. They must provide reasonable accommodations for disabled employees to perform their jobs. We represent workers with discrimination claims based on:
- Determining whether the person is a qualified disabled employee entitled to accommodation
- Refusal to provide a qualified disabled employee with reasonable accommodations
- Requesting and pursuing a reasonable accommodation
- Determining whether an accommodation would be an undue burden to the employer
- Collecting and reviewing necessary medical documentation regarding the disability and work needs
- Hostile work environment: offensive comments, jokes, materials or threats that affect the person’s ability to work
- Employment decisions based solely on a person’s disability
In addition, claims may involve the FMLA if the person needs medical leave to receive treatment. If you are being denied the use of FMLA time for necessary medical care, we can help you file a claim.
What Is A Reasonable Accommodation?
Many ADAAA claims are based around the concept of reasonable accommodation. By law, if you suffer from a disability, your employer is required to make accommodations to suit your needs. These accommodations can include:
- Modifying your work schedule to accommodate your medical and physical needs
- Providing handicap-accessible devices and equipment
- Allowing you to work remotely from home
- Reassigning you to another open position for which you are qualified
- Removing nonessential work tasks from your job responsibilities
There are many accommodations that can be considered reasonable. However, there are also limits on this policy. For example, employers are not required to promote disabled workers, or to eliminate an essential function of their job. They are also not required to reduce an employee’s productivity standards as a result of their disability.
What can be considered “reasonable” and “unreasonable” is, in many cases, open to interpretation. The size of the company, the position of the worker and the cost of the accommodation all play an important role in determining whether an employer should accommodate a worker. When faced with these complex factors, it is important that you work with a skilled employment law attorney who can help you protect your interests.
Contact An Americans With Disabilities Act Lawyer
The attorneys at Hanan M. Isaacs, P.C., can help you ensure that your employer adheres to the Americans with Disabilities Act. We will passionately defend your interests as we pursue your discrimination case, pushing hard to help you get the accommodations you deserve.
To schedule an appointment at our Somerset County law office, please call 609-683-7400, or contact us online.