ADA Violations: Examples in the Workplace

ADA americans with disabilities actThe state of California provides robust protection against disability-based discrimination through a trio of laws: the Fair Employment and Housing Act (FEHA), the Unruh Civil Rights Act, and the Disabled Persons Act. These laws aim to safeguard individuals from prejudicial treatment based on their disability status, extending this protection to various domains, including employment, housing, and access to businesses and services.

The mandates compel not just non-discriminatory practices, but also the provision of reasonable accommodations. This measure ensures that individuals with disabilities can effectively carry out their job responsibilities, enjoy equal housing options, and access business establishments and services without impediment.

The scope of “disabilities” in California is quite broad, encapsulating any condition that significantly limits major life activities. This includes, but is not limited to, both physical and mental disabilities, as well as medical conditions like cancer. Notably, the definition and protections provided by California law tend to be more comprehensive than those afforded under federal law.

What is ADA and Its Purpose?

ADA is a federal law enacted in 1990 to prohibit discrimination against people with disabilities, including in the workplace. It mandates equal opportunities for people with disabilities in employment, state and local government services, public accommodations, commercial facilities, and transportation.

There are many different ways that employers can violate the ADA. Some common examples of ADA violations in the workplace include:

Discrimination in Hiring Processes

One of the most common ways that employers violate the ADA is by discriminating against people with disabilities during the hiring process. This can happen in a number of ways, such as:

  • Refusing to hire someone because of their disability.
  • Asking discriminatory questions during the interview process.
  • Making employment decisions based on stereotypes or assumptions about people with disabilities.

Job Discrimination

Once an employee with a disability is hired, employers are still prohibited from discriminating against them. This means that employers cannot:

  • Pay employees with disabilities less than other employees based on prejudice.
  • Deny employees with disabilities promotions or other benefits.
  • Terminate the employment of employees with disabilities for discriminatory reasons.

Inadequate Reasonable Accommodations

One of the most important obligations of employers under the ADA is to provide reasonable accommodations to employees with disabilities. Reasonable accommodations are changes to the workplace or to the way that work is done that allow employees with disabilities to perform their jobs. Some examples of reasonable accommodations include:

  • Providing accessible seating or parking.
  • Modifying job duties.
  • Providing auxiliary aids and services, such as interpreters or screen readers.


The ADA also prohibits employers from harassing employees with disabilities. Harassment can take many different forms, such as:

  • Making derogatory or offensive comments about an employee’s disability.
  • Creating a hostile work environment for an employee with a disability.
  • Threatening or intimidating an employee with a disability.


The ADA also prohibits employers from retaliating against employees who complain about ADA violations. This means that employers cannot:

  • Fire, demote, or otherwise punish employees who complain about ADA violations.
  • Threaten or harass employees who complain about ADA violations.

Addressing ADA Violations

The ADA is a complex law, but it is important for employers to understand their obligations under the law. By understanding the ADA and its requirements, employers can help to ensure that their workplaces are accessible and inclusive for all employees.

Employers should be proactive in ensuring a fair and accessible environment for all their employees. Conversely, employees should understand their rights and the steps they can take if they believe those rights have been violated.

The importance of understanding and recognizing ADA violations in the workplace cannot be overstated. Knowledge is power, and understanding these violations is the first step in preventing them.

If you believe that you have been discriminated against in the workplace because of your disability, you should contact an employee discrimination lawyer. An attorney can help you understand your rights under the ADA and can help you file a complaint with the Equal Employment Opportunity Commission (EEOC). Seek advice from John P. Martin. He is adept at navigating the complex landscape of employment law and advocating for victims of workplace discrimination.

Don’t let workplace discrimination go unaddressed. Stand up for your rights, and consult with John P. Martin for discrimination in the workplace today. Remember, everyone deserves to work in an environment free of discrimination and prejudice. 

Your voice matters – make it heard.