You have worked hard to build your business. You don’t want a disgruntled employee to dismantle what you have worked so hard to achieve. When you hear that an employee has filed a complaint about you or is taking legal action against your company, your first thought might be to fight back. We are here to help you formulate a plan and fight back based on the facts.
You probably are already familiar with the Americans with Disabilities Act. If you are accused of failing to comply with the terms of this act, your company might be facing a long road to prove that you did comply with applicable points.
One thing that you must make sure to avoid is retaliating against an employee who makes a claim under the ADA. Retaliation of any sort is strictly forbidden and can lead to even more legal troubles. This means that if you are going to take a negative action, such as a demotion or termination of an employee who filed an ADA grievance, you need to have a factual basis for that action. For example, if you fire the employee for unexcused absences, you need to have documentation of the absences and what other disciplinary actions you took.
We know that you just want to protect your business. We can work with you to determine what actually happened. From there, we can review the case against your company and let you know what options you have to deal with the case. We are here to put your company’s interests first and help you find ways that we can address issues that come up.
