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Employers are prohibited from discriminating against qualified individuals with disabilities in interviewing, hiring, firing, promotions, salary and benefits, training, and other terms, conditions, and privileges of employment.
Not all persons that have medical problems will be considered to be disabled under the body of Federal, State and local laws defining legal protections and remedies.
If, however, a person is disabled under anti-disability discrimination laws, then he/she may be entitled to a reasonable accommodation that will allow him/her to perform the essential functions of the job in question. It is important to note that a person requesting a reasonable accommodation must still be able to perform the essential functions of the job.
Some examples of reasonable accommodations include making the work-place handicap accessible, job restructuring, modification of work schedules, training, or policies.
If you believe that you need a reasonable accommodation, we can help you assess your case to determine whether you qualify and what benefits you may be entitled to.
If you believe that you have been discriminated because you are disabled or are perceived to be disabled, then we can help you assert your rights and recover monetary damages.
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