If you have a disability or medical condition and believe your employer has treated you unfairly because of it, you are not alone. Federal and New York laws provide strong protections for employees with disabilities.
What This Guide Covers
Inside Your Free Guide
- 1What counts as a "disability" under the ADA, NYSHRL, and the NYC Human Rights Law
- 2Reasonable accommodations: what your employer must provide and how to request them
- 3Recognizing illegal conduct: failure to accommodate, adverse actions, hostile work environment
- 4The interactive process: your rights during the accommodation conversation
- 5Protections specific to New York employees that go beyond federal law
- 6Filing deadlines, EEOC complaints, and when to contact an attorney
- 7What to document and how to build a record that protects you
Signs Your Rights May Have Been Violated
Disability discrimination is not always obvious. It can take many forms, from outright termination to subtle changes in how you are treated. Common warning signs include:
Why New York Employees Have Broader Protections
While the Americans with Disabilities Act (ADA) applies to employers with 15 or more employees, New York State and City laws provide additional safeguards. The New York City Human Rights Law is one of the most protective anti-discrimination statutes in the country, covering employers with as few as four employees and using a broader definition of disability.
This means New York employees often have stronger claims and more options for relief than those relying solely on federal protections. Understanding the differences between these three layers of law is critical to protecting yourself.
About Katz Melinger PLLC
Katz Melinger PLLC is a New York City employment law and litigation firm located in Midtown Manhattan. Our attorneys represent employees in cases involving workplace discrimination, wage and hour violations, retaliation, wrongful termination, and FMLA disputes throughout New York and northern New Jersey.
We offer free consultations and work on contingency in qualifying cases, meaning you pay nothing unless we recover compensation for you.