The law protects your right to care for your health and your family without fear of losing your job. Under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA), Arizona employees, including people with disabilities, are entitled to job-protected leave, accommodations, and freedom from discrimination based on disability or medical needs.
If your employer denied you leave, refused accommodations, retaliated against you, or discriminated due to your health condition, Stone Rose Law can help. Our employment attorneys represent Arizona workers in FMLA and employment claims, as well as disability claims, to protect their rights and recover compensation under other laws.
Call (480) 498-8998 today to speak with an FMLA attorney or lawyer for disability discrimination in Arizona.
Stone Rose Law brings experience, precision, and unwavering advocacy to every employment law case. We understand the complex overlap between federal leave protections and disability rights.
Our attorneys will analyze your employment status, determine if your rights were violated, and advise you on the best strategy.
Your career and health should never be in conflict. We’ll fight to restore your career and protect your dignity.
The Family and Medical Leave Act is a federal government law that prohibits discrimination in the workplace. The FMLA entitles eligible employees to take up to 12 weeks of unpaid, protected leave per year for certain family and medical reasons.
Under the law, a person is protected from employment discrimination based on that person’s disability or the health of a family member.
To qualify for FMLA leave:
FMLA leave can be used for:
Employers must maintain your group health insurance during FMLA leave and restore you to the same or an equivalent position upon return.
Employers cannot terminate you because you took FMLA leave. However, they can terminate employment for unrelated legitimate reasons, such as company layoffs or documented misconduct. Employers often misuse this exception to disguise retaliation.
If you were fired while on or shortly after FMLA leave, contact an attorney immediately to determine whether the stated reason is pretextual.
The Americans with Disabilities Act is part of state and federal laws that prohibit discrimination against qualified employees with disabilities. It applies to employers with 15 or more employees and requires them to provide reasonable accommodations that allow the employee to perform their job, unless it imposes an undue hardship.
The Equal Employment Opportunity Commission (EEOC) enforces the ADA, protecting individuals with disabilities from workplace discrimination and promoting equal opportunities. Other federal agencies, state, and local governments may play a role in investigation and enforcement of state and local law.
However, the common goal is to ensure that employers (or a prospective employer) provide the same opportunities (or equal opportunity) to job applicants.
A disability is a physical or mental impairment that substantially limits one or more major life activities. This includes conditions such as:
Short-term conditions generally do not qualify, but the definition is broad, and each case is fact-specific.
Denied FMLA leave or accommodations for a disability?
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Employment violations can take many forms under federal law, such as:
Even subtle forms of retaliation, such as negative performance reviews or schedule changes after returning from leave, can create legal liability, especially when your job tasks and performance remained the same.
Disability discrimination in the workplace is prohibited, yet violations remain common. Examples include:
Employers are obligated to engage in an interactive process to determine best practices for people with disabilities. Blanket denials without considering options often violate the law.
Not every conflict creates a legal claim. Strong cases usually involve:
For example, if you requested time off for chemotherapy (FMLA-protected) and were fired shortly after with vague performance critiques from your department, that could indicate retaliation.
Similarly, if you have a documented disability requiring ergonomic adjustments and your employer refuses without exploring options, that may violate ADA requirements.
If you believe your employer violated FMLA or ADA protections:
Keep records of:
File formal complaints through your employer’s HR system if available. This creates a record of your attempts to resolve the issue.
Strict deadlines apply:
Stone Rose Law will evaluate your situation, explain your options, and ensure no deadlines are missed.
Successful FMLA or ADA claims may result in:
In some cases, punitive damages are available under ADA for intentional discrimination.
You should never have to choose between your health and your job. If your employer denied you leave, refused reasonable accommodations, or discriminated against you for your disability or medical needs, you need Stone Rose Law.
Call (480) 498-8998 today to schedule a confidential consultation with an employment attorney who will prioritize your dignity, your income, and your legal protections.
