Disability Discrimination is Unacceptable

A Chicago Employment Lawyer Can Protect Your Rights

photo of co-workers at office
The Americans with Disabilities Act protects employees from discrimination based on any actual or perceived disability, and the Rehabilitation Act of 1973 affords this protection specifically to federal employees. State laws concerning this form of workplace discrimination exist as well. But these employment laws do not enforce themselves. A worker who has been discriminated against because of a disability must take action to hold his or her employer accountable. Experienced Chicago employment attorney Jemelle Cunningham helps employees understand and protect their rights. Committed to standing up for employees in the Greater Chicago area, Jemelle works diligently to obtain justice for her clients.

Disability Discrimination Act

Employers cannot hire, fire, demote, promote or lay off an employee because of his or her disability, nor can an employer base an employee’s benefits, training or job assignment on a disability. A person may be considered disabled under the law if they have:

  • A physical or mental condition that substantially limits a major life activity, such as walking, talking, seeing, hearing or learning
  • A history of disability, such as cancer that is in remission
  • A perceived disability, that is, something that one’s employer believes limits his or her ability, such as a broken ankle

When an employer makes decisions about an employee or applicant based on one’s disability or requires job applicants to answer medical questions or undergo a medical exam, that employer may be violating the disability act. Chicago employment lawyer Jemelle Cunningham helps employees evaluate whether an employer’s actions constitute disability discrimination, and she fights tirelessly to protect workers’ rights when employers engage in unlawful practices.

Reasonable Accommodation

Employers legally must provide reasonable accommodation to an employee or applicant with a disability, except when it would involve significant difficulty or cost for the employer. Reasonable accommodation might include any of the following:

  • Restructuring a work site to make it wheelchair accessible
  • Providing a reader for someone who is blind
  • Providing an interpreter for someone who is deaf
  • Modifying job duties or how one’s work is performed
  • Providing flexible work schedules or work sites
  • Offering accessible technology or adaptive equipment

Employees who need a reasonable accommodation should ask for it. If you feel unsure how to request an accommodation from your employer or if you have been denied a reasonable accommodation, Chicago employment attorney Jemelle Cunningham may be able to help. Her compassion for others inspires her to fight tirelessly for the rights of workers around the Windy City—from the South Side to Millennium Park, the West Side to Soldier Field, and Lincoln Park to the Loop.