requires employers to make reasonable accommodations for employees with disabilities. What is reasonable may depend on the facts of the case. One example is that it would be reasonable for an employee that works as a cashier to be given a stool if there is a condition that means he can't stand all day. If there are no
reasonable accommodations that could be made (such as a driver who goes blind), then the employer may terminate the employee.
When an employee is 100% incapable of doing the job due to illness or injury, FMLA
may allow for leave in certain situations. The employer would have to hold the job for up to 12 weeks.
If you have a condition that meant that you could not do part of your job and your employer refused to accommodate you, or you were terminated while on leave an approved issue under the Family Medical Leave Act, then you may have a claim against the employer. The ADA allows successful plaintiffs to recover attorney's fees, so you may want to sit down with a local attorney to discuss the facts of your case in more detail.
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