Hi, My name is XXXXX XXXXX I’m happy to assist you with your question today. I’m sorry to hear about this.
The key now is whether your disability physically endangers other employees versus just making them uncomfortable. The Americans with Disabilities Act (the ADA) requires that an employer allow you to work if you can do the job with or without an accommodation. One exception is that the employer is not required to keep people on if they are a hazard to the health and safety of customers and co-workers. Your scenario does not sound like you are a danger to health and safety.
If it ends up you are terminated, I'd highly recommend you file a charge with the Equal Employment Opportunity Commission (the EEOC) for disability discrimination. The EEOC will investigate the matter, attempt to resolve the matter, and possibly bring a lawsuit against the employer if it fails remedy the discrimination. You can learn how and where to do that here.
James,Yes, you'll have to wait and see the ramifications of this investigation. You technically have not been harmed yet because you are still being paid and have a job, but just are on leave. If it results in some harm - e.g., termination, demotion job change. Then you have a case, which I'm sure you'd have in that event.Hope this helps. Let me know if I can be of further assistance. Thanks.
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