The Americans with Disabilities Act — or ADA — is the law that protects disabled employees from workplace discrimination. If you have a disability as defined by the Act, then your are within the protected class. You may not be discriminated against because of your disability nor may you be retaliated against for engaging in a protected act. The ADA also entitles workers to a reasonable accommodation as long as providing such an accommodation would not amount to an undue hardship to your employer. Accommodations can be as varied as intermittent leave to take snack breaks, to new office furniture or parking locations.
All ADA claims must first begin with a Charge of Discrimination filed with the Equal Employment Opportunity Commission. The attorneys of Strelka Law prefer to draft all Charges of Discrimination on behalf of their clients. While we will still consider representing you if you have already engaged in the EEOC investigative process, due to the importance of the exact wording needed within your Charge of Discrimination, your claim may not be able to succeed in court should you wish to file a lawsuit.
Please consult with us prior to contacting the EEOC. The ADA has strict deadlines. In many states, the Charge of Discrimination must be filed with the EEOC within 180 days of the alleged act of discrimination. After the EEOC has concluded their investigation and you receive the Notice of Right to Sue, you will have 90 days within which to file a lawsuit should you choose to do so.