Workplace Disability Rights in Temple, Texas 

Living with a disability can be challenging, overwhelming, and isolating at times. It shouldn’t mean sacrificing your right to fair treatment at work, or anywhere else. Fortunately, both federal and Texas laws provide strong protections for workers with physical, mental, or medical conditions. But all too often, employees face discrimination, denial of accommodations, or even retaliation simply because they asked for support they’re legally entitled to receive. 

   

At Scanes Yelverton Talbert, LLP (SYT), we’re proud to advocate for individuals in Temple and across Texas who have been mistreated or overlooked because of a disability. We believe in empowering our clients through knowledge, support, and strong legal representation. If you’ve been denied accommodations, harassed, or retaliated against at work, you may have the right to take legal action, and we’re here to help you every step of the way. 

 

What Counts as a Disability Under the Law? 

Under the Americans with Disabilities Act (ADA) and the Texas Labor Code Chapter 21, a disability is defined as a physical or mental impairment that substantially limits one or more major life activities. This can include visible conditions like mobility limitations, as well as invisible or chronic conditions like diabetes, depression, anxiety, epilepsy, or autoimmune diseases. 

   

You don’t need to be permanently disabled or visibly impaired to qualify. The law protects a wide range of medical, psychological, and developmental conditions as long as they impact your ability to perform daily activities or essential job functions. 

   

It’s also essential to understand the term “qualified individual” under the law. This means a person with a disability can perform the essential functions of their job, either with or without reasonable accommodation. You are not required to be symptom-free or perfectly capable of every task, only that, with reasonable adjustments, you can perform the key duties of the role. 

 

Why Knowing Your Disability Rights Matters 

Too many hardworking people endure unfair treatment in silence because they don’t realize they’re protected under the law. At SYT, we regularly meet with individuals who have suffered discrimination or retaliation simply because they were unaware of their rights or unsure about how to assert them. 

   

That’s why we believe education is just as important as advocacy. When you understand your rights in the workplace, you’re more likely to get the support, accommodations, and respect you deserve. Knowing when and how to speak up is key to protecting your job, your well-being, and your future. 

   

At SYT, we are committed to helping you gain clarity around your situation. Whether you’re navigating a denial of reasonable accommodations, facing subtle discrimination, or enduring outright harassment, our team is here to help you determine what your next step should be. 

 

Your Rights & Employer Obligations 

If you are a qualified individual with a disability, you have a right to fair treatment throughout all stages of employment, from job applications and interviews to promotions, pay, and termination. 

   

Employers are legally required to provide reasonable accommodations that help you perform your job unless doing so would cause undue hardship. Accommodations might include: 

   

• Modified work schedules 
• Remote or hybrid work options 
• Assistive technologies 
• Physical modifications to the workspace 
• Reassignment to a vacant position 
• Extended medical leave (in some cases) 

   

In addition to making accommodations, employers cannot discriminate against you in any of the following: 

   

• Job applications and hiring decisions 
• Job assignments or duties 
• Pay, benefits, or training opportunities 
• Promotions or advancement 
• Disciplinary actions or performance reviews 
• Layoffs or termination 

   

Importantly, the law also protects you from retaliation. That means your employer cannot punish you for requesting a reasonable accommodation, filing a complaint, participating in an investigation, or standing up for your rights. Retaliation may look like being demoted, harassed, excluded from projects, or fired, and it’s illegal. 

 

Common Violations and Warning Signs of Disability Discrimination 

Disability discrimination in the workplace isn’t always blatant, but that doesn’t make it any less severe or unlawful. In fact, many violations are subtle, repeated, or masked as “routine business decisions”, which can make them harder to recognize until a pattern emerges. Whether you’re an applicant or a long-time employee, it’s essential to know what to watch for so you can take action early if your rights are being violated. 

   

Here are some common forms of disability discrimination we see and the warning signs that may accompany them: 

 

Denial of Reasonable Accommodations 

One of the most common violations is an employer simply refusing to provide a reasonable accommodation that would allow you to do your job effectively. This could include denying requests for things like adjusted work hours, remote work options, ergonomic equipment, or additional breaks, even when those requests wouldn’t cause any significant burden to the business. 

   

Sometimes employers ignore the request altogether or respond with unnecessary delays. Others may claim an accommodation is "not feasible" without providing any explanation. This is a red flag. Employers are required to engage in an interactive process that involves having a good-faith discussion with you to explore solutions. If they don’t, they may be violating the law. 

 

Failure to Hire or Promote 

This can be seen in instances where you meet the qualifications for a job or promotion but are passed over. This is especially notable when someone with less experience or fewer credentials is hired for the position. It means that disability bias may be a factor. Some employers make assumptions that a person with a disability “can’t handle the stress,” “won’t be reliable,” or “won’t fit in.” These assumptions are discriminatory and illegal. 

   

A clear warning sign is when a disability is discussed during the hiring or promotion process in a way that suggests it could affect your candidacy, even if no outright denial is made. 

 

Harassment or Hostile Work Environment 

Disability harassment can include offensive jokes, slurs, or comments about your condition, or even frequent remarks like “Do you really need all that time off?” or “You’re slowing everyone down.” It can also include ostracism, like being excluded from meetings, ignored by coworkers, or left out of communications. 

   

If you feel demeaned, isolated, or constantly under scrutiny because of your disability, you may be in a hostile work environment, which violates both federal and state laws. 

 

Disciplinary Action for Disability-Related Behavior 

Employees with disabilities sometimes face discipline for behaviors or needs that are directly related to their condition, such as taking time off for medical appointments or having an anxiety-related episode. While employers can enforce policies consistently, they cannot punish you for behavior that could be addressed with an accommodation. 

   

If you’re receiving write-ups or warnings without your disability being taken into account, that could signal unlawful discrimination. 

 

Unjust Termination or Constructive Discharge 

Being fired after disclosing a disability, requesting accommodations, or returning from medical leave is a serious violation. In some cases, employers may not fire you directly, but create a toxic or unsustainable work environment that forces you to resign, a situation known as constructive discharge. Examples of this include drastically changing your job duties, cutting your hours without reason, or making negative comments about your health or need for accommodations. 

 

Retaliation After Speaking Up 

Employees who assert their rights (by requesting accommodations, filing complaints, or reporting harassment) are protected from retaliation under the law. However, in many workplaces, retaliation still occurs. Retaliation can include demotions, pay cuts, poor performance reviews that weren’t previously an issue, or sudden changes to your schedule. If your work situation worsened after you made a request or filed a complaint, that’s a significant warning sign. 

 

When to Act If Your Rights Have Been Violated 

If you believe your disability rights have been violated at work, it is essential to contact our team as soon as possible. You may be entitled to take legal action, but strict deadlines apply. 

   

Our attorneys at SYT can assist you in filing a formal charge with either the Equal Employment Opportunity Commission (EEOC) or the Texas Workforce Commission (TWC), depending on the circumstances of your case. 

   

But time matters. You generally have: 

• 180 days from the date of the discrimination to file a charge with the EEOC, or 
• 300 days if you file with the TWC, which has a work-sharing agreement with the EEOC. 

   

Missing these deadlines could mean losing your right to pursue a claim, no matter how strong your case is. That’s why we encourage anyone facing possible discrimination to seek legal guidance as early as possible. We’ll walk you through the entire process and make sure you understand all your options. Trying to file or understand these deadlines on your own can lead to costly mistakes. Many individuals unintentionally wait too long, file with the wrong agency, or include incomplete information that weakens their case. 

 

Why Choose Scanes Yelverton Talbert, LLP? 

When you’re dealing with disability discrimination, it can feel deeply personal and incredibly isolating. We understand how difficult it is to continue working when you feel unsupported, disrespected, or punished for simply needing help. We’re here to change that. 

   

Our team has a reputation for taking on challenging and complex cases, including those that other firms often turn away. We don't take a generic, one-size-fits-all approach. Instead, we tailor our strategy to meet your unique needs and goals. 

   

We believe in walking with our clients every step of the way, from the initial contact to the resolution of your case. Whether we’re negotiating a settlement, filing administrative complaints, or pursuing your claim in court, you’ll always know where your case stands and that someone is fighting in your corner. 

 

Start with a Free Case Review Today 

Disability discrimination at work is not only unfair, but also unlawful. If you’ve been denied accommodations, mistreated because of a medical condition, or punished for asserting your rights, know that we are here to stand with you. 

   

At SYT, we offer a free and confidential case review to help you understand your rights and options. If you choose to move forward with a claim, we’ll stand with you from start to finish, always advocating for the justice and accountability you deserve. You deserve to be treated with respect. Let us help you reclaim your rights and your voice.