Houston Disability Attorney

Under the Americans with Disabilities Act (commonly referred to as “ADA”), employers cannot discriminate against employees based on their disabilities. As a Houston Disability Attorney, our firm deems the employer obligated to provide reasonable accommodations to employees with disabilities. 

A reasonable accommodation is typically just a modification to one’s work environment. Accommodation can take many forms, but an example would be when an employee needs a special chair to accommodate a debilitating back injury or requires slightly larger doors to access their work.

Disabilities can take on a variety of shapes and sizes. Many people don’t know that under the Americans with Disabilities Act (ADA), disabilities extend beyond being confined to a wheelchair or one of the other everyday things that come to mind when we think of the disabled. For example, the following list contains ailments that can be considered disabilities under certain circumstances and what the related accommodations might be

• Diabetes – work schedule adjustment to permit treatment;
• Wheelchair – wider doors to a bathroom to allow passage of wheelchair;
• Severe back pain – elimination of certain non-essential work functions or providing a chair with proper lumbar support; and
• Torn rotator cuff with lifetime restrictions – transfer to a job that does not require heavy use of arm

Benefits of a Houston Disability Attorney

-Understanding the Americans with Disabilities Act

These are examples of how a Houston Disability Attorney can help you, and the possibilities are limitless. Therefore, discrimination depends on the employee’s particular circumstances and what the employer can reasonably do to accommodate them.

When an employee brings a lawsuit based on disability and wins, they are entitled to an award of damages which may include:

• Back pay (or what you would have earned but for the employer’s wrongful conduct between the time of the unlawful act (such as wrongful discharge) and the time of trial);
• Front pay (or what you would have earned but for the employer’s wrongful conduct from the time of the trial into the future);
• Reinstatement (or giving you your job back);
• Reasonable Accommodation (such as a modification of your work environment if you are disabled); and
• Other damages to restore the employee to the position they would have been in but for the discrimination.

Remedies may also include compensatory and punitive damages depending on various circumstances, such as the egregiousness of the employer’s conduct. Remedies also may include attorneys’ fees and court costs.

Contact the top-rated employment lawyer at The Craighead Law Firm, PLLC for a consultation today.