Disability Discrimination In The Workplace

You disclose a medical condition and soon notice a shift in how you are treated. Requests for schedule adjustments are denied without discussion. Assumptions are made about what you can or cannot do. Opportunities narrow after you provide medical documentation.

Disability discrimination claims often arise from how employers respond to accommodation requests or perceived limitations.

Experience In Complex Employment And Business Disputes

At The Weaver Law Firm, attorney Jonathan Wu represents professionals and business owners in disputes involving statutory protections, contractual rights, and workplace governance. Disability related cases frequently require close analysis of job descriptions, accommodation requests, and internal communications.

These matters are highly fact specific and often turn on whether the employer engaged in a meaningful interactive process.

Governing Federal And Texas Law

Disability discrimination is primarily addressed under:

• Americans with Disabilities Act of 1990
• Texas Commission on Human Rights Act

These statutes generally apply to employers with 15 or more employees and protect qualified individuals with disabilities.

An individual may be protected if they:

• Have a physical or mental impairment that substantially limits one or more major life activities
• Have a record of such an impairment
• Are regarded as having an impairment, even if the condition is episodic or in remission

Major Life Activities

Major life activities include not only tasks such as walking, standing, lifting, concentrating, or working, but also the operation of major bodily systems, including immune, neurological, respiratory, digestive, and reproductive functions.

Qualified Individuals And Reasonable Accommodation

A qualified employee is one who meets the basic job requirements and can perform the essential functions of the position, with or without reasonable accommodation.

Employers are generally required to provide reasonable accommodations unless doing so would create an undue hardship. Examples may include:

• Modified work schedules or duties
• Accessible facilities or equipment
• Leave for medical treatment
• Assistive technologies

The law expects employers and employees to engage in an interactive process to determine appropriate accommodations.

What Courts Focus On

In disability discrimination litigation, courts typically examine:

• Whether the employee has a qualifying disability
• Whether the employee is qualified for the position
• Whether a reasonable accommodation was requested
• Whether the employer engaged in good faith dialogue
• Whether the adverse action was connected to the disability

Documentation of requests, medical information provided, and the employer’s response are often central.

How These Matters Are Typically Resolved

Some disputes are resolved through internal accommodation discussions or negotiated resolution. Others proceed through administrative filings and, when necessary, litigation in state or federal court.

Strict filing deadlines apply to disability discrimination claims. Early review of job descriptions, accommodation communications, and performance history can clarify whether statutory protections were implicated.

The Weaver Law Firm represents individuals and businesses across Texas in complex employment and contractual disputes. Careful legal analysis grounded in experience can help assess rights and exposure under Texas and federal law.