Birmingham Disability Discrimination Lawyer
A medical condition can change how you work without changing your ability to contribute. If your employer refused a workplace adjustment, removed responsibilities, or ended your employment, examine the job requirements and the full discussion.
Aventus Law PLLC represents employees in Birmingham and throughout Alabama. Our office is at 324 Commons Drive, Suite 34, Birmingham, AL 35209. Call (205) 210-8533 for 24/7 intake.
Understand the protection
Title I of the Americans with Disabilities Act generally applies to employers with at least 15 employees. It protects qualified applicants and employees against disability discrimination. A qualified individual can perform the job’s essential functions, with or without a reasonable accommodation. Federal employment follows a different statutory framework and complaint process.
Disability protection can involve an actual disability, a record of disability, or being regarded as having an impairment. The requirements differ. Protection based only on the “regarded as” category does not itself create a right to accommodation.
A diagnosis alone does not answer every legal question. The condition’s effects, the job’s essential functions, employer knowledge, and the reason for a challenged decision matter. Unfavorable treatment after a medical disclosure deserves review, but timing alone does not establish unlawful discrimination.
Separate accommodation from discrimination
Reasonable accommodations can include changes to equipment, schedules, workplace policies, or other aspects of the job. An employer generally must accommodate a qualified individual’s known disability-related limitations unless doing so would impose an undue hardship. Not every requested change is required, and an effective alternative may be appropriate.
You generally do not need to use legal terminology to request assistance. Explain that a medical condition requires a change at work. The employer may need appropriate information to understand the limitation and possible adjustments. Keep a record of the request, questions, alternatives, and response.
Medical leave can raise both ADA and FMLA issues, with separate eligibility rules. Exhausting one form of leave does not by itself answer every question under the other law. Do not assume that a denied leave request or a return-to-work restriction ends the analysis.
Preserve a useful record
Keep the job description, accommodation requests, relevant medical restrictions, employer responses, attendance records, and performance reviews you lawfully possess. Describe the tasks you could perform and the adjustment you proposed. Identify who knew about the condition and when.
Tell us if discipline, reduced opportunities, or termination followed a request or complaint. A separate retaliation concern may require review. Include earlier performance concerns and the employer’s explanation, even when you disagree with them.
Discuss the next step promptly
Filing procedures and deadlines depend on the employer and claim. An internal review does not necessarily preserve an external filing deadline. Bring any agency notice immediately.
Contact Aventus Law PLLC at (205) 210-8533 or discuss your concern before making a decision about resignation, a release, or an approaching deadline.
Related guidance: discrimination overview · FMLA leave · retaliation.
General information, not legal advice for a particular situation. Contacting the firm does not preserve a deadline or establish an attorney-client relationship. Representation requires our agreement.