54 million people in the United States suffer from some form of disability. The Americans with Disabilities Act (ADA) was enacted to provide a sweeping prohibition on discrimination against individuals with disabilities. The ADA protects against many kinds of discrimination and includes provisions to prevent discrimination in the workplace. Employers “shall [not] discriminate against a qualified individual on the basis of disability in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment.” Additionally, employers must make “reasonable accommodations” for disabled job applicants.
Conditions that qualify for protection under the ADA include: epilepsy, paralysis, HIV infection, AIDS, a substantial hearing or visual impairment, and mental retardation. An individual who has suffered a shirt-term injury such as a sprain, broken arm or a cold or flu is generally not protected by the discrimination provisions of the ADA. If you suffer from a qualifying disability a potential employer may not request your medical records or ask you questions regarding your disability as part of the hiring process unless it requires a similar medical examination of all job applicants.
At SeiferFlatow, we believe that all employees are entitled to equal opportunities and that employers should be held accountable for their actions. Our experienced employment lawyers are committed to helping their clients recover for all damages resulting from employment discrimination. If you have a disability and believe that you have been discriminated against, please call us at 704-512-0606 to discuss your situation with one of our experienced attorneys. We are conveniently located in Charlotte, North Carolina if you would like to meet with one of attorneys to discuss your case in person.
Attorney Fee Structure in Employment Law Cases:
SeiferFlatow, PLLC’s employment law clients often are enduring economic hardships as a result of issues with their employment. With this is in mind, we attempt to offer a fee structure that strikes a balance between our clients’ economic struggles and our need to be compensated for our legal services. Therefore, we offer several different fee structures in an attempt to satisfy their financial needs.
The most commonly used fee structure is the modified contingency fee. This fee structure is designed to form a partnership with the client and share the risk with them. The modified contingency fee combines an affordable monthly fee with a reduced contingency fee.
Although the modified contingency fee structure is commonly used, there are situations where the modified contingency fee would not be appropriate. One example would be when the client is seeking non-monetary relief. In this situation, an hourly rate or flat rate fee would be offered to the client.
While the fee structures mentioned above are the commonly used fee structures, we are open to discussing “creative” fee structures with the client as well. Our goal is to provide quality, efficient and affordable legal representation. We want everybody to have the opportunity to exercise their rights under the law regardless of their financial status.