Employers are required to provide certain accommodations for Pennsylvania individuals who have disabilities that may affect their work. By providing this type of help and support, it may be easier for some to retain their employment and remain in the workplace. The Americans with Disabilities Act outlines these requirements, and refusal to abide by this federal law could be grounds for legal action.
What do employers have to do?
The law requires employers to provide reasonable accommodations, but what this means specifically depends on the details of the individual situation. These accommodations must be applied at every stage of the employment process, from hiring to termination. Individuals who may qualify for protection under the ADA include those who have disabilities related to:
- Diabetes
- Depression
- Blindness
- Autism
- Cancer
- Mental impairments
Failure to comply with the ADA is not only unfair to disabled employees, but it also is grounds for legal action. An employee may pursue a legal claim in order to hold responsible parties accountable, as well as seek compensation for any mental duress, physical harm or financial loss that occurred as a result of the employer’s actions.
Who has a claim?
If considering an ADA-related civil claim, it may be helpful to speak with an experienced attorney first. An assessment of the individual case will reveal which legal options are available. A disabled individual has the right to work in an environment that is safe and reasonably accommodating, and he or she also has the right to take action if these requirements are not met by the employer.