Fisher Legal Group



Prior to 1990, employers were generally able to decide whether or not to hire a job applicant based on the fact that he or she had a physical or mental impairment. Very often it would happen that a person with a disability would end up being denied a job, leaving him or her in a difficult situation financially. In other cases, an employer might choose to deny promotion or fringe benefits to a disabled employee, or might select such an employee for termination or a layoff rather than firing an able-bodied employee.


This behavior changed with the passage of the Americans with Disabilities Act of 1990. The ADA was a landmark piece of civil rights legislation that imposed powerful legal protections against workplace discrimination based on the fact that an individual has a disability. The protections available under the ADA are substantially the same as those which Title VII of the Civil Rights Act of 1964 provides for discrimination based on race, color, religion, sex or national origin. To qualify for protection under the ADA, you must suffer from a condition that causes “a physical or mental impairment that substantially limits a major life activity,” with “major life activities” including actions such as:

  • Caring for oneself
  • Seeing
  • Hearing
  • Eating
  • Sleeping
  • Performing manual tasks
  • Standing
  • Lifting
  • Concentrating

If you have a qualifying disability and suspect that you have been discriminated against in matters of hiring, firing, transfer, promotion, compensation, benefits or other conditions of your employment, do not hesitate to contact us at the Fisher Legal Group. An Orlando employment law attorney from our team may be able to help you pursue legal action against the employer, with the possibility of obtaining an order for injunctive relief. At least as importantly, if not more so, is the fact that you could stand to receive compensatory damages to replace the financial losses you have suffered as a result of the discrimination, including an award of back pay, and even punitive damages to hold the employer accountable. Take the first step now by contacting us for a free case evaluation.

Fisher Legal Group

Get your questions answered - Call for a free consultation or assessment of your needs (407) 792-6970.