Age Discrimination Claims Attorneys in Pennsylvania

Common Disability Discrimination Claims in Pennsylvania 

Employers may face disability discrimination claims in various aspects of employment. In hiring practices, claims can arise if candidates with disabilities are perceived to be systematically excluded or not provided with reasonable accommodations during the hiring process. Promotion and advancement issues may lead to allegations if employees believe they have been overlooked for promotions due to their disability. 

Employers can also be held accountable for a work environment where disability-related harassment occurs, including derogatory comments or behavior. Additionally, claims may stem from allegations that employees with disabilities are assigned less desirable tasks or have their responsibilities unjustly altered.  

Failure to provide reasonable accommodations that enable employees with disabilities to perform their job duties can lead to discrimination claims. Finally, employers may face claims if employees with disabilities are terminated under circumstances suggesting bias or failure to accommodate. 

How Sherr Law Group Can Help 

At Sherr Law Group, we employ a comprehensive process to defend employers against disability discrimination claims. Our approach begins with a thorough assessment of the allegations to understand the specifics and identify potential defenses. We gather and analyze relevant documentation, including employment records, performance evaluations, and communication logs. Our attorneys work closely with employers to develop a robust defense strategy, ensuring that all actions taken were based on legitimate, non-discriminatory reasons. 

During the investigation phase, we assist in collecting evidence that supports the employer’s case, such as witness statements and expert testimonies. We provide strong representation during negotiations, mediations, and, if necessary, court proceedings. Additionally, Sherr Law Group offers advisory services to help employers implement best practices and policies that prevent future discrimination claims.  

Our goal is to protect our clients’ interests while ensuring compliance with all applicable laws and regulations, ultimately fostering a fair and inclusive workplace. 

A Proactive Approach to Preventing Discrimination Claims 

Employers can proactively avoid disability discrimination claims by implementing several key practices. Developing clear, comprehensive anti-discrimination policies and ensuring they are communicated to all employees is essential. Providing regular training sessions for managers and staff on disability discrimination laws and appropriate workplace conduct helps reinforce these policies. Employers should engage in an interactive process to provide reasonable accommodations, ensuring employees with disabilities can perform their job duties effectively.  

Conducting unbiased performance evaluations and maintaining thorough documentation of employment decisions can also mitigate risks. Additionally, promptly addressing any complaints or concerns about discrimination and fostering an inclusive workplace culture can significantly reduce the likelihood of claims. These proactive measures demonstrate a commitment to fair treatment and legal compliance.