Disability Discrimination Attorneys in Fort Lauderdale

Understanding Disability Discrimination Laws in Florida

Disability discrimination in the workplace is a significant concern governed by both federal and state laws. In Florida, the Florida Civil Rights Act (FCRA) supplements the protections offered by the Americans with Disabilities Act (ADA), providing additional recourse for individuals facing discrimination. This dual framework ensures that those in Fort Lauderdale have multiple avenues for seeking justice, leveraging both state and federal mechanisms for protection. Understanding these laws is critical for both employees and employers in creating an inclusive work environment.

For more specific insights, businesses operating in Fort Lauderdale must comply not only with these overarching laws but also with any local ordinances that may enhance compliance requirements. This can create a complex landscape for businesses to navigate. As part of our services, The Amlong Firm provides detailed counsel on these nuances, ensuring that our clients are well-informed and prepared to either pursue discrimination claims or enhance their organizational policies against such practices.

Fighting Disability Discrimination During Hiring, Firing, Promoting, Training, & More

The Americans with Disabilities Act (ADA) was enacted in response to widespread discrimination against people with disabilities. It protects individuals from discrimination in communications, public accommodations, transportation, governmental activities, and employment. Most employers are prohibited from discriminating against qualified individuals with disabilities in hiring, firing, benefits, compensation, promotion, training, and other employment aspects. If you have a disability and have faced employment discrimination, contact a disability discrimination attorney from The Amlong Firm in Fort Lauderdale, Florida, to discuss your case.

Discrimination in the workplace can manifest in various forms, from subtle biases to overt acts affecting a person's professional growth. Recognizing these signs early is important for employees. For instance, if colleagues or supervisors consistently overlook your contributions or provide unjustified negative performance evaluations, these could indicate discrimination. Understanding your rights under the ADA is crucial, empowering you to confront inequitable treatment effectively. A well-informed approach not only addresses current injustices but also fosters a more inclusive environment.

In Fort Lauderdale, the job market is diverse, spanning sectors from hospitality to technology. Unfortunately, this diversity does not shield the area from disability discrimination incidents. Many local employers are legally required to offer reasonable accommodations but may not always comply. For those employed in regions like the business district of Las Olas Boulevard, understanding ADA fundamentals can be pivotal in ensuring fair treatment. By partnering with The Amlong Firm, you receive guidance tailored to Fort Lauderdale's employment landscape, ensuring your workplace rights are protected.

What Is A Disability?

Under the ADA, a person who has a disability:

• Has a mental or physical impairment that substantially limits one or more major life activities, such as breathing, walking, hearing, seeing, or speaking
• Has a record of this type of impairment or is viewed as having such an impairment

Employers must not discriminate against qualified individuals with disabilities.

Who Is a Qualified Individual?

A qualified individual with a disability is someone who possesses the skills, education, and experience necessary for the job and can perform its essential functions with or without reasonable accommodations. This means the individual must be able to perform tasks important to the job but not secondary tasks.

What Is a Reasonable Accommodation?

A reasonable accommodation is an adjustment an employer makes so that an employee with a disability can perform the job's essential functions. This may include:

• Allowing the employee to telecommute
• Modifying equipment or facilities
• Adjusting the employee's work schedule or job structure
• Reassigning the employee to another available position

If the accommodation is an undue burden for the employer—such as being too expensive or disruptive—they are not required to provide it. The employer's size and resources are considered in determining whether an accommodation is an undue burden. However, many accommodations are low-cost and easy to provide, allowing the disabled individual to engage in productive activity at work.

If you require a reasonable accommodation from your employer to perform your job's essential functions, be sure to ask for one. Your employer may not provide a reasonable accommodation without knowing your needs. Engage your employer in a dialogue about what would help you perform your job; that way, you are more likely to get what you need.