Work From Home Accommodation Rights

Summary

If you request a work-from-home accommodation due to a disability like PTSD, your employer must engage in an interactive process under the ADA. You dont need to register with the ADA, but you should inform your employer of your disability and accommodation needs. Termination without a legitimate, non-discriminatory reason, such as documented poor performance or misconduct, could be grounds for a wrongful termination lawsuit. Consider consulting a local attorney for personalized advice.

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I have a paychologist and a social worker who diagnosed me. I did not formerly register with Ada. And if th ey try to fire me on performance issues afterward Bur it’s not about performance
Here are some key points to consider regarding your situation:
- You don't need to "register" with the ADA, but you should inform your employer of your disability and accommodation needs.
- Your employer must engage in an interactive process to provide reasonable accommodations.
- If you suspect wrongful termination, you may have grounds for a lawsuit.
Would you like to be connected to a local lawyer to explore your options further?
If my disability is menta like ptsd and I am experienceing physical symptoms from it and pain and I request to work from home. Can my job fire me. I work in finance and theres really no reason to make me come into the office
In your situation, requesting a work-from-home accommodation due to PTSD-related physical symptoms should be considered under the Americans with Disabilities Act (ADA). Here are some key points:
- You should inform your employer of your disability and request a reasonable accommodation.
- Your employer should engage in an interactive process to accommodate your needs.
- Termination without legitimate reasons could be grounds for a lawsuit.
Would you like assistance from a local lawyer to explore your options further?
What would a legitimate reason mean
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A legitimate reason for termination generally means that the employer has a valid, non-discriminatory, and non-retaliatory reason for firing an employee. This could include documented poor performance, misconduct, violation of company policies, or economic layoffs.
If you suspect wrongful termination, it may be worthwhile to consult with a lawyer. Would you like to explore this option further?