Getting Help From a Disability Discrimination Attorney
Getting legal help from a disability discrimination attorney is important. You want to make sure that you understand what your rights are when it comes to your disability and your employment. You also want to make sure that you do not take any chances and that you have time to hire a lawyer before any problems arise.
Time is of the essence for a disability discrimination attorney
Getting your hands on a top-flight disability discrimination attorney is a surefire way to get what you deserve. Hepworth, Gershbaum & Roth, PLLC has been protecting the interests of Connecticut’s workforce for over 40 years. Their attorneys are well-versed in the latest state laws and regulations. In fact, the firm is the only law firm in Connecticut to be a member of the Association of Business Counseling for the Blind and Visually Impaired (ABCVB).
When it comes to hiring an attorney, there are many considerations to take into account. Among them are the time of year you intend to file your claim, your geographic location, your employer’s size and your past legal history. It is also a good idea to speak to an attorney who specializes in disability discrimination law before signing any contracts. While you are at it, make sure to keep all of your documentation in a binder, such as medical records, pay stubs and letters of recommendation. These documents can be invaluable in proving your case.
While hiring a top-flight attorney isn’t cheap, it will be well worth the price. With the help of an experienced lawyer, you’ll be on your way to the pins and the elusive job of your dreams. With offices in Bridgeport and Waterbury, the firm can handle your case in no time at all. As for cost, the firm has a fixed fee schedule. This fee ensures that your case will be resolved in a manner that is both fair and equitable.
A seasoned lawyer can show you the best route to take, as well as how to avoid common pitfalls. If you are interested in putting your best foot forward, contact Hepworth, Gershbaum o Roth, PLLC today.
Employment discrimination includes cases of disability discrimination
Several state and federal laws prohibit discrimination in employment, including disability discrimination. These laws also require employers to provide reasonable accommodations for disabled employees. These accommodations may include modifications to the workplace, equipment, and work processes. They may also include reassigning workers to positions that are more suited to their skills and abilities.
A person may be considered disabled if he or she has a physical or mental impairment that significantly interferes with the ability to perform basic job tasks. An individual may also be considered disabled if he or she has a history of disability.
The Americans with Disabilities Act (ADA) prohibits discrimination in employment, hiring, pay, and benefits. If you believe you have been discriminated against, you can file a complaint with the EEOC. It can also help to seek a legal professional to assist you.
To file a complaint, you must be able to prove that you have experienced discrimination. There are three basic types of discrimination charges: race, gender, and disability. Each of these groups has different rates of filing charges. Generally, race is the most common type of discrimination. Specifically, African Americans file the most charges, followed by women and gender.
Regardless of which type of charge you are filing, you must be able to prove that your employer discriminated against you. If you are able to prove your case, you may recover lost wages, bonuses, and benefits.
Most charges can be filed with the EEOC. During the review process, the agency will determine whether the claimant has the right to sue. You can also seek compensation if you have been discriminated against because of a relationship with a person who has a disability. You may also file a complaint with a state agency.
ADA protections for disabled workers
ADA protections for disabled workers are aimed at preventing discrimination and encouraging employers to make reasonable accommodations for employees who are perceived or diagnosed with a disability. These measures may include providing accommodations for employees’ work schedules, providing tools to help them perform their job, or changing the way a job is performed.
The ADA defines disability as a physical or mental impairment that substantially limits a major life activity. Examples of “physical or mental impairments” include anatomical loss of the respiratory, digestive, or special sense organs; neurological disorders; and psychological disorders.
In order to qualify as a “disability” under the ADA, an employee must meet one of the following criteria. They must show that they have a disability and that they are regarded by their employer as being disabled. In addition, they must show that they have been discriminated against by their employer.
ADA protections for disabled workers are designed to eliminate discrimination in all areas of employment. This includes public employers, private employers, and State and local government programs. They are enforced by the U.S. Department of Justice (DOJ) and the U.S. Equal Employment Opportunity Commission (EEOC).
The ADA also requires employers to provide reasonable accommodations to employees with a disability. These accommodations may include allowing employees to take medical leave, or providing tools or equipment to help a disabled worker perform their job.
The ADA also requires employers to update their job descriptions to ensure that they are consistent with the law’s requirements. In order to be considered reasonable, an employer must provide a reasonable accommodation if it is not likely to create an “undue hardship” for the company. ADA regulations also require that employers keep medical information confidential. This information must be stored in a secure medical file.
