Federal & Arizona Disability Discrimination Protections
The Americans with Disabilities Act generally protects qualified employees and applicants from discrimination by employers covered under the law. A qualified person can perform a position’s essential functions with or without reasonable accommodation. The Arizona Civil Rights Act may provide additional state protections depending on the circumstances.
A reasonable accommodation is a workplace adjustment that allows a qualified person to perform essential job duties. After an employer becomes aware of a possible need, the parties may enter the interactive process: a good-faith discussion about the employee’s limitations and potential accommodations. An employer may raise undue hardship or another applicable defense, so a denied request doesn’t automatically establish discrimination.
Workplace Actions That May Support a Disability Discrimination Claim
Our disability discrimination lawyers serve Scottsdale employees by evaluating the full employment record, not one conversation or decision in isolation. Because we represent both employees and employers in employment disputes, we understand the competing perspectives that often shape these cases.
Potential claims may involve:
- Refusal to hire or promote because of a disability
- Failure to consider a reasonable accommodation
- Demotion, reduced duties, unequal pay, or undesirable assignments
- Harassment based on an actual or perceived disability
- Retaliation after an accommodation request or discrimination complaint
- Discipline or wrongful termination following medical leave
The analysis may depend on what the employer knew, whether the employee could perform essential functions, how the employer addressed the request, and whether its stated reason for an adverse action is consistent with the documents and timeline.
Scottsdale’s Local Disability Discrimination Ordinance
Scottsdale’s anti-discrimination ordinance identifies disability as a protected basis and prohibits covered employment discrimination within city limits. It also provides a local complaint process. Complaints under that process generally must be filed within 90 calendar days of the alleged discriminatory act.
That 90-day period isn’t the deadline for every disability discrimination claim. Federal and Arizona laws may involve different agencies, filing requirements, and time limits, so each potential route requires separate review.
More Than 14 Years of Litigation Experience
Weiler Law PLLC focuses on employment law and business litigation. We handle discrimination, retaliation, harassment, Family and Medical Leave Act violations, wrongful termination, and related workplace disputes.
We take a thorough and tenacious approach to reviewing documents, deadlines, and employment goals. We also consider the practical consequences of pursuing a dispute while someone remains employed. Our representation of both employees and employers gives us insight into the arguments, records, and workplace concerns that may influence a case.
