According to the Americans with Disabilities Act of 1990, all employers are required to accommodate all disabled workers. The law applies to all private, state and government organizations who have hired disabled workers. The ADA protects the rights of disabled employees and makes sure employment practices are fair. The Equal Employment Opportunity Commission regulates employers and enforces the ADA on all organizations that have employed 15 or more employees.

In most cases, disabled workers might need some accommodations to help them perform their duties. Employers are bound by law to provide reasonable accommodations to disabled employees. This includes adjustments in working hours and flexible timings as long as they do not affect the quality of work. Disabled employees might require certain office equipment and training material that others do not. Employers must provide this equipment so that all employees have an equal chance of learning and succeeding. In case a disabled employee needs to be reassigned to another department, the required training equipment should already be present.

The ADA also prohibits employers from asking questions about your disability before hiring you. They may not ask you to take any medical tests unless all candidates interviewing for the position are taking the same test. The employer may, however, ask you whether you will be able to manage the required workload with your disability.

If you feel that your employer is violating your rights, you may file a complaint with the EEOC within 180 days of the discriminatory act. Filing an EEOC complaint is complicated, and it is advisable to hire an experienced employment lawyer. The attorney will assess your claim and might be able to get the compensation you deserve.