ADA Violations in Temple Workplaces: What Counts as Discrimination? 

While Texas has made meaningful strides over the years to make workplaces more inclusive and supportive, the unfortunate reality is that disability discrimination still happens far too often. Many employees in Temple, Texas, continue to face barriers that prevent them from being treated fairly. Some are denied reasonable accommodations, others are passed over for promotions, and some even lose their jobs after disclosing a disability. These actions don’t just hurt individuals; they also violate the law. 

   

At Scanes Yelverton Talbert, LLP (SYT), we believe every worker deserves a safe and welcoming workplace. When employers ignore their responsibilities under the Americans with Disabilities Act (ADA), we step in to make sure your rights are protected. If you’ve been mistreated because of a disability, you don’t have to face it alone. Our attorneys are here to help you understand your rights, stand up for yourself, and hold your employer accountable. 

 

What Is the Americans with Disabilities Act (ADA)? 

The Americans with Disabilities Act (ADA) is a landmark civil rights law enacted in 1990 to protect individuals with disabilities from discrimination in all areas of public life, including employment. The law ensures that qualified individuals are given equal opportunities to apply for jobs, perform essential job functions, and advance in their careers, just like anyone else. 

   

The ADA matters because it was built on a simple but powerful principle: your ability, not your disability, should define your future. It’s about fairness, dignity, and inclusion. These are values that every workplace in Temple should uphold. 

   

Under the ADA, employers with 15 or more employees must comply with strict anti-discrimination rules. This means they cannot treat workers differently because of a disability and must provide reasonable accommodations that allow employees to perform their job duties safely and effectively. 

   

At SYT, we take ADA compliance seriously. We’ve seen how discrimination can affect not just a person’s livelihood, but their confidence and mental well-being. Our mission is to ensure that every employee in Temple, regardless of their circumstances, feels safe, protected, and welcome in the workplace. 

 

Who Is Protected Under the ADA? 

The ADA protects qualified individuals with disabilities, meaning those who can perform the essential functions of their jobs with or without reasonable accommodations. A “qualified individual” under the ADA is someone who meets the skill, experience, education, or other job-related requirements of a position and can perform its essential duties. 

   

To qualify for protection under the ADA, an individual must have: 

• A physical or mental impairment that substantially limits one or more major life activities (such as walking, hearing, seeing, communicating, or working), 
• A record of such an impairment, or 
• Been regarded as having such an impairment, even if they don’t currently have a disability. 

   

This means that even if a condition does not actively limit you, for example, if you have a history of cancer or are recovering from a temporary injury, you may still be protected. 

   

At SYT, we help workers in Temple determine whether they’re covered under the ADA and whether their employers are meeting their legal obligations. Many people don’t realize they have rights until those rights have already been violated. We’re here to change that. 

 

What Counts as an ADA Violation? 

ADA violations can take many forms, and not all are obvious. Sometimes discrimination is direct and intentional, such as firing an employee after they request medical leave. Other times, it’s subtle, like failing to provide equipment or schedule flexibility that would allow a disabled employee to do their job. 

   

Common examples of ADA violations include: 

• Refusing to hire or promote someone because of a disability. 
• Firing or disciplining an employee after learning about their condition. 
• Denying reasonable accommodations, such as modified work schedules or assistive devices. 
• Creating a hostile work environment by allowing coworkers or supervisors to harass an employee based on their disability. 
• Requiring unnecessary medical exams or asking invasive health-related questions. 
• Retaliating against an employee for asserting their rights under the ADA. 

 

ADA violations can occur in virtually any workplace, from hospitals and schools to factories and restaurants. In healthcare settings, for example, a nurse with diabetes might ask for regular breaks to monitor their blood sugar levels, which is a simple and reasonable request. Yet, instead of accommodating that need, a hospital may deny the request and even terminate the nurse’s employment. In the manufacturing industry, we’ve seen cases where an employee who loses partial mobility asks for an ergonomic workstation to safely continue their work, only to be told that the adjustment is “too expensive.” 

 

These examples represent more than an oversight; they’re violations of fundamental rights. Employers in Temple and across Texas are required to take requests for accommodations seriously and to engage in a good-faith effort to find reasonable solutions. When they don’t, we step in to hold them accountable. 

 

What Do “Reasonable Accommodations” Look Like? 

A reasonable accommodation is any change to the work environment or the way things are usually done that enables a person with a disability to perform their job duties. These accommodations must be “reasonable,” meaning they don’t cause significant hardship or expense to the employer. 

   

Examples of reasonable accommodations include: 

• Flexible work schedules or remote work options. 
• Modified equipment, such as ergonomic chairs, standing desks, or screen readers. 
• Assistive technology for communication or mobility. 
• Job restructuring, such as reallocating non-essential tasks. 
• Accessible workspaces, including ramps, handrails, or accessible restrooms. 
• Time off for medical treatment or recovery. 

   

What’s considered “reasonable” often depends on the size of the business and the nature of the job. For example: 

   

• In Temple’s healthcare industry, a hospital might need to modify a nurse’s shift schedule to accommodate treatment needs. 
• In manufacturing, it could mean providing adaptive tools or adjusting a workstation. 
• In retail or hospitality, it could involve allowing an employee to use a stool or modifying lifting requirements. 

   

Employers are legally required to engage in an interactive process, meaning they must, at a minimum, have a conversation with the employee to find an accommodation that works for both parties. If your employer ignores your request or dismisses it without discussion, that could be a violation of the ADA. 

 

How SYT Can Help if You’re Facing ADA Discrimination 

We know that ADA discrimination cases can be deeply personal. Many of our clients come to us feeling isolated, anxious, or unsure of where to turn. Our attorneys take the time to listen and truly understand your situation, needs, and goals. 

   

When you contact SYT, our legal team will: 

• Evaluate your situation to determine whether your employer’s conduct violates the ADA. 
• If you do have a claim, we will help you file a complaint with the Equal Employment Opportunity Commission (EEOC). This is a necessary step before filing a lawsuit. This process can be confusing and difficult to navigate on your own, especially when you’re already dealing with the stress of workplace discrimination. Our attorneys ensure every form is completed correctly, every deadline is met, and your claim is presented as strongly as possible. 
• Our team will gather evidence, including emails, performance reviews, witness statements, and internal communications, to strengthen your claim. 
• Represent you through negotiations or litigation, ensuring your voice is heard and your rights are protected at every step. 

   

We want you to know that you are never alone in this process. The ADA exists to protect you, and we’re here to make sure it does and your rights are upheld. 

 

What Compensation Can You Recover in an ADA Lawsuit? 

If your rights under the ADA were violated, you may be entitled to several forms of compensation. Each situation and case is unique, and depending on the case, this may include: 

   

• Back pay: Wages or benefits you lost because of discrimination or wrongful termination. 
• Front pay: Compensation for future lost wages if you can’t return to your previous position. 
• Compensatory damages: Payment for emotional distress, pain, suffering, or loss of enjoyment of life. 
• Punitive damages: Additional damages to punish employers who acted with malice or reckless disregard. 
• Attorney’s fees and costs: The law allows successful claimants to recover legal expenses. 
• Reinstatement: In some cases, courts may order your employer to give you your job back or restore benefits. 

   

At SYT, we pursue every available remedy to ensure you’re fully compensated and that your employer is held accountable. Discrimination should never go unpunished, especially when it undermines the rights and dignity of hardworking people in Temple. 

 

Resources for Workers with Disabilities in Temple 

If you’re living or working with a disability in Temple, you’re not alone, and some organizations can provide assistance and support. Some valuable resources include: 

   

• Texas Workforce Commission - Vocational Rehabilitation Services: Offers job training and placement assistance for workers with disabilities. 
• Temple Workforce Center: Provides local employment support and accessibility resources. 
• Job Accommodation Network (JAN): A free national resource for guidance on workplace accommodations and disability employment issues. 
• Disability Rights Texas: A nonprofit that advocates for the rights of people with disabilities throughout the state. 

   

These organizations can also help you understand your rights. Still, if you believe your employer has discriminated against you, it’s critical to speak with our team so we can protect your interests under the ADA. 

 

Let Us Protect Your Rights 

No one should be made to feel less capable, less valued, or less welcome because of a disability. At Scanes Yelverton Talbert, LLP, we’re committed to standing up for workers in Temple and across Texas who have been mistreated. Our attorneys aren’t afraid to take on complex or challenging ADA cases, and we don’t back down from powerful employers. 

   

If you believe your employer has violated your rights under the ADA, initiate your free case review today by filling out our online employment claims case review form. This is your chance to share your story, learn your options, and take the first step toward justice. 

   

You’ve worked hard to build your career. Don’t let discrimination take that away from you. Let SYT fight for your rights, your dignity, and your future.