ALG's Jim Eisenmann Appears on 60 Minutes to Discuss the MSPB
  • Skip to primary navigation
  • Skip to main content
  • Skip to primary sidebar
  • Skip to footer

Alden Law Group, PLLC

Washington, DC Federal Employment + Labor Attorneys

  • About Us
  • What We Do
    • Employment Contracts
    • Employees’ Workplace Obligations
    • Discrimination & Harassment
    • Federal Employees
    • Security Clearances
    • D.C. Employees
    • Leaves of Absences
    • Privacy
    • Virginia Employees
    • Wage & Hour
    • Whistleblowing
    • Wrongful Discharge
    • Human Resources & Advice for Employers
  • Who We Are
    • Kristin D. Alden
    • Michelle F. Bercovici
    • Wynter P. Allen
    • James Eisenmann
    • Ross E. Fishbein
    • Dominick Schumacher
    • Philip A. Mueller
  • Media
  • Resources
    • Notable Cases
    • Testimonials
    • About Consultations
    • FAQs
  • Contact
  • Facebook
  • LinkedIn
  • Twitter

Discrimination & Harassment

Home / Practice Areas / Discrimination & Harassment / Disability and Requests for Accommodations

Disability and Requests for Accommodations

Disability discrimination usually arises in two forms – disparate or unfair treatment and failure to accommodate.

The Americans with Disabilities Act (ADA) prohibits employment discrimination not only for individuals who actually have a disability, but also for people who have a record of a disability or who the employer may perceive as being disabled when, in fact, they are not. This means that an employer cannot take (or fail to take) an employment action because of the employee’s or applicant’s disability, record of disability, or a perception that the employee is disabled.

The ADA also strives to give disabled employees equal footing in the workforce by ensuring that employers provide workplace adjustments so disabled individuals can succeed. An employee is entitled to a workplace accommodation if the employee is a “qualified individual with a disability.” If the employee is disabled and able to perform the essential functions of their job with or without reasonable accommodation, the employer must provide an accommodation, unless doing so would present an undue burden.

An employee can simply ask a boss, a manager, or their Human Resources department for an accommodation. The request should trigger an interactive process where the employer tries to learn what kinds of accommodations may be effective, and the employee is required to provide additional information as necessary to clarify their needs for accommodation. Employers are often entitled to some medical information to evaluate appropriate accommodations and determine that the individual has a covered disability that requires accommodation.

The interactive process can be frustrating. You may significantly limit your ability to preserve your rights if you do not participate in good faith or if you withhold certain information from the employer. By talking with a lawyer, you can learn whether your employer’s requests for medical information are appropriate or abusive.

If you think you have been the victim of disability discrimination, or if your employer is not cooperating with you to provide an accommodation, and you want to know your rights and options, contact us. During an initial consultation, we can evaluate whether you may have an employment discrimination claim, how to pursue and protect your rights, and identify what remedies may be available for you.

Primary Sidebar

PRACTICE AREAS

  • Employment Contracts
    • Executive Employment Agreements
    • Non-Compete Agreements
    • Non-Solicitation Agreements
    • Separation Agreements
  • Employees’ Workplace Obligations
    • Trade Secrets, Duty of Loyalty
  • Discrimination & Harassment
    • Sex
    • LGBTQ + Gender Identity
    • Family Responsibility
    • National Origin
    • Religion
    • Disability and Requests for Accommodations
    • HIV Status
    • Age Discrimination
    • Hostile work environment & Harassment
    • Pay Discrimination, Equal Pay Act
    • Pregnancy & Breastfeeding
    • Retaliation
  • Federal Employees
    • Congressional Accountability Act
    • Discrimination in Federal Sector
    • Discipline and Other Adverse Actions in Federal Sector
    • Foreign Service Officers
    • Government Ethics
    • Agency Internal Grievance Systems
    • Intelligence Community
    • Federal Sector Labor Unions
    • Law Enforcement in Federal Sector
    • Inspector General and OPR Investigations
    • Union Grievances in Federal Sector
    • VERA/VSIP
    • Whistleblowing in Federal Sector
  • Security Clearances
  • D.C. Employees
    • Office of Employee Appeals
    • D.C. Employees Discrimination Complaints
    • Union Grievance Processes
    • D.C. Government Whistleblowing Rights
  • Leaves of Absences
    • Family Medical Leave Act
    • Uniformed Service Members
    • District of Columbia Leave Laws
  • Privacy
    • Medical Inquires
    • FOIA
    • Privacy Act
    • Medical Records
  • Virginia Employees
    • Virginia State Grievance Process
    • Virginia County Grievance Process
    • Virginia State Employee Whistleblowing Rights
  • Wage & Hour
    • Federal Fair Labor Standards Act
    • Wage and Hour in D.C., Maryland and Virginia
  • Whistleblowing
    • Federal Employees
    • Sarbanes-Oxley & SEC Whistleblowing
    • Federal Government Contractors
    • Equal Employment Opportunity Retaliation
    • The Occupational Safety and Health Whistleblowers Laws
    • D.C. Government Whistleblowing Rights
    • Virginia State Employee Whistleblowing Rights
  • Wrongful Discharge
  • Human Resources & Advice for Employers
    • Employee Handbooks
    • Hiring & Firing
    • Management Investigations
    • Workplace Training
Best Lawyers Award Badge
2020 Top Lawyers - Northern Virginia Magazine
Top Lawyer 2020 - Washingtonian

Want to schedule an appointment?

LET’S CONNECT

Footer

  • Facebook
  • LinkedIn
  • Twitter

Contact Us

1850 M Street, NW
Suite 901
Washington. DC 20036

(855) 463-0300
(202) 463-0300
(855) 463-0301 (fax)
(202) 463-0301 (fax)

Our Team

  • Kristin D. Alden
  • Michelle F. Bercovici
  • Wynter P. Allen
  • James Eisenmann
  • Ross E. Fishbein
  • Dominick Schumacher
  • Philip A. Mueller

Practice Areas

  • Employment Contracts
    • Executive Employment Agreements
    • Non-Compete Agreements
    • Non-Solicitation Agreements
    • Separation Agreements
  • Employees’ Workplace Obligations
    • Trade Secrets, Duty of Loyalty
  • Discrimination & Harassment
    • Sex
    • LGBTQ + Gender Identity
    • Family Responsibility
    • National Origin
    • Religion
    • Disability and Requests for Accommodations
    • HIV Status
    • Age Discrimination
    • Hostile work environment & Harassment
    • Pay Discrimination, Equal Pay Act
    • Pregnancy & Breastfeeding
    • Retaliation
  • Federal Employees
    • Congressional Accountability Act
    • Discrimination in Federal Sector
    • Discipline and Other Adverse Actions in Federal Sector
    • Foreign Service Officers
    • Government Ethics
    • Agency Internal Grievance Systems
    • Intelligence Community
    • Federal Sector Labor Unions
    • Law Enforcement in Federal Sector
    • Inspector General and OPR Investigations
    • Union Grievances in Federal Sector
    • VERA/VSIP
    • Whistleblowing in Federal Sector
  • Security Clearances
  • D.C. Employees
    • Office of Employee Appeals
    • D.C. Employees Discrimination Complaints
    • Union Grievance Processes
    • D.C. Government Whistleblowing Rights
  • Leaves of Absences
    • Family Medical Leave Act
    • Uniformed Service Members
    • District of Columbia Leave Laws
  • Privacy
    • Medical Inquires
    • FOIA
    • Privacy Act
    • Medical Records
  • Virginia Employees
    • Virginia State Grievance Process
    • Virginia County Grievance Process
    • Virginia State Employee Whistleblowing Rights
  • Wage & Hour
    • Federal Fair Labor Standards Act
    • Wage and Hour in D.C., Maryland and Virginia
  • Whistleblowing
    • Federal Employees
    • Sarbanes-Oxley & SEC Whistleblowing
    • Federal Government Contractors
    • Equal Employment Opportunity Retaliation
    • The Occupational Safety and Health Whistleblowers Laws
    • D.C. Government Whistleblowing Rights
    • Virginia State Employee Whistleblowing Rights
  • Wrongful Discharge
  • Human Resources & Advice for Employers
    • Employee Handbooks
    • Hiring & Firing
    • Management Investigations
    • Workplace Training

Ready to Go?

    Disclaimer: While we are happy to have you contact us by telephone, surface mail, electronic mail or fax, merely contacting the Alden Law Group, PLLC or any Alden Law Group, PLLC attorney does not create an attorney-client relationship until a written agreement has been reached between you and the firm to handle a particular matter. The formation of an attorney-client relationship requires us to do several things, including resolution of possible conflicts of interest and executing an appropriate fee arrangement and mutual agreement identifying the terms of the engagement. Although any information we receive will be considered confidential and private, do not send us any information you regard as confidential until a formal attorney-client relationship has been established. Any information you convey to the Alden Law Group, PLLC via the Internet may not be secure, and information conveyed prior to establishing an attorney-client relationship may not be privileged.

    © 2021 Alden Law Group, PLLC. All rights reserved. Site by Midwest New Media, LLC.  •  Terms of Use