Laws found in the Americans with Disabilities Act (ADA) protect disabled job applicants and employees from facing discrimination in the workplace. The challenge, though, is deciding whether individuals should disclose their disabilities to their potential or current employer and how to do so. Although the disability may not appear to the naked eye, the worker may need specific accommodations to enable them to perform their jobs.
If the worker decides to disclose the disability to the employer, it is best to open the lines of communication early in the tenure of employment to avoid confusion or discipline if a job cannot be completed without accommodations. It may be in the best interest of the employee to request accommodations and explain why there is a need for them. Also, for workers to be resourceful and come up with mutually satisfactory ideas that will make it easier for disabled individuals to perform their jobs and for their employers to understand the importance of making the accommodations. Sometimes, it may be hard for both the employee and the employer to agree on what accommodations are reasonable and what others may be unnecessary.
Some individuals may opt for privacy but discussing these types of accommodations and why they need them may help colleagues understand and even assist them. Unfortunately, despite the protection the ADA offers disabled workers, in some businesses, the protection may not prevent either overt or covert hostility in the workplace.
If you dealt with disability discrimination at your job, our Philadelphia employment discrimination lawyers at Sidney L. Gold & Associates, P.C. will discuss your case and strive for the most optimal outcome. Call 215-569-1999 or contact us online to arrange a free consultation. From our offices located in Philadelphia and Pennsauken, New Jersey, we represent clients in Pennsylvania and South Jersey.