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Employers are prohibited from discriminating against employees on the basis of a permanent or temporary disability. When deciding whether to hire, fire, or make other employment decisions relating to an employee’s disability, employers must first engage in an “interactive process” with the employee (i.e. a dialogue) and then explore “reasonable accommodations” for the employee’s physical or mental restriction(s). An accommodation of an employee’s disability is reasonable if it does not impose undue burden or hardship on the employer, and may include, but is not limited to: providing an employee with time to undergo and recuperate from medical care; changing an employee’s work duties; changing the time(s) of an employee’s work shifts; relocating the employee’s work area; and/or providing mechanical or electrical aids. If you believe you were passed over for a job, fired, or experienced any other adverse employment actions relating to a disability, please contact our office for a free initial consultation.