--- title: "ADA and Disability Discrimination Lawyers in Denver | Tyrone Glover Law" url: https://tyroneglover.com/ada-disability-discrimination description: "Denver disability discrimination attorneys. Denied a reasonable accommodation, fired after medical leave, or pushed out after disclosing a condition? Free case review." lang: en --- Image: ADA and Disability Discrimination Lawyers in Denver, Colorado (https://tyroneglover.com/images/site/photo-sep-25-2024-10-35-22-am.jpg) Practice Area # ADA and Disability Discrimination Lawyers in Denver, Colorado Your job should not depend on hiding a medical condition. **Colorado employers have to work with you, not around you.** If you asked for a change that would let you keep doing your job and got silence, a demotion, or a termination instead, that is what the Americans with Disabilities Act was written to reach. Most disability cases do not turn on whether someone had a disability. They turn on what the employer did after they found out. The meeting that got cancelled twice. The accommodation request that went to HR and never came back. The performance plan that appeared three weeks after a diagnosis. We build cases out of that sequence, in writing, with dates. ## Disability discrimination claims we handle - **Denied reasonable accommodations.** Schedule changes, remote work, equipment, reassignment, leave as an accommodation, and modified duties the employer refused without looking at the cost. - **Failure to engage in the interactive process.** The law requires an actual back and forth conversation. Ignoring a request, or answering it once and closing the file, is its own violation. - **Termination after a medical leave request.** Firings that follow an FMLA request, a short-term disability claim, or a return-to-work note. - **Discrimination after disclosure.** Discipline, exclusion, or lost advancement that starts once a condition, a diagnosis, or a treatment schedule becomes known. - **Perceived disability and record of disability claims.** The ADA protects you if your employer treats you as impaired, even where you are not. - **Harassment based on disability.** Comments, mockery, or hostility tied to a condition, a device, or an accommodation. - **Retaliation for asserting your rights.** Adverse action after you request an accommodation, file a charge, or support a coworker's complaint. - **Medical inquiries and confidentiality violations.** Improper exams, questions the employer had no right to ask, and disclosure of your medical information to coworkers. - **Disability discrimination in public services and custody.** Accommodation failures in jails, public programs, and public facilities, which our Civil Rights practice (https://tyroneglover.com/civil-rights) covers under the ADA and the Rehabilitation Act. ## The law that applies in Colorado The **Americans with Disabilities Act** covers employers with 15 or more employees and requires reasonable accommodation, with an exception only for an employer that can show undue hardship. The **ADA Amendments Act of 2008** broadened who counts as disabled, and it reaches conditions that are episodic or in remission, including diabetes, cancer, epilepsy, PTSD, depression, and long COVID. The **Colorado Anti-Discrimination Act** goes further than the ADA on the question of size. It applies to employers with as few as one employee, so a small Colorado business is covered where federal law would let it walk. The **Rehabilitation Act** applies to federal contractors and recipients of federal funding. The **Family and Medical Leave Act** can run alongside an ADA claim, and leave that has run out under the FMLA may still be owed as an ADA accommodation. Colorado's **FAMLI** program adds paid leave rights on top. Cases are usually strongest where state and federal claims are filed together. ## What to do now 1. Put your accommodation request in writing, even if you already asked out loud. A dated email is the single most useful document in these cases. 2. Keep your medical records and your employer's responses in a personal account, off any work device. 3. Write down the timeline now, before the details fade: who you told, what date, what happened next. 4. Do not sign a severance agreement before an attorney reads it. 5. Contact us early. A charge with the EEOC usually has to be filed within 300 days, and the Colorado Civil Rights Division deadline is six months. ## No fee if we do not recover Your case review is free and confidential. We take employment cases on contingency, so you pay no attorney fee if we do not obtain a recovery. The ADA and CADA both let a court order the employer to pay your attorney fees on top of your damages. If your situation also involves broader workplace conduct, our Employment Discrimination practice (https://tyroneglover.com/employment-discrimination) may apply, and you can always reach us through our Contact page (https://tyroneglover.com/contact). Answers ## Disability Discrimination Questions We Hear Most Probably, if it substantially limits a major life activity. The 2008 amendments made that a low bar on purpose. Conditions that come and go still count, and so do conditions controlled by medication. If your employer treats you as impaired, you are covered even where you are not. ## We're ready to fight for you. Submit My Inquiry (https://tyroneglover.com/contact) Call Now: 3035771655 Schedule Consultation: https://tyroneglover.com/contact ## Structured data ```json [ { "@context": "https://schema.org", "@type": "LegalService", "@id": "https://tyroneglover.com/#legalservice", "name": "Tyrone Glover Law, Attorneys for Justice", "alternateName": "Tyrone Glover Law", "url": "https://tyroneglover.com", "telephone": "+1-303-577-1655", "email": "inquiry@tyroneglover.com", "priceRange": "Free consultation", "areaServed": [ { "@type": "State", "name": "Colorado" }, { "@type": "City", "name": "Denver" } ], "address": { "@type": "PostalAddress", "streetAddress": "3401 Quebec St., Suite 900", "addressLocality": "Denver", "addressRegion": "CO", "postalCode": "80207", "addressCountry": "US" }, "geo": { "@type": "GeoCoordinates", "latitude": 39.7658, "longitude": -104.9137 }, "openingHoursSpecification": [ { "@type": "OpeningHoursSpecification", "dayOfWeek": [ "Monday", "Tuesday", "Wednesday", "Thursday", "Friday" ], "opens": "09:00", "closes": "17:00" } ], "sameAs": [ "https://www.linkedin.com/in/tyrone-glover-61b9b19" ], "knowsAbout": [ "Civil Rights Law", "Police Misconduct Litigation", "Employment Discrimination", "Personal Injury", "Criminal Defense" ], "description": "Denver, Colorado trial firm handling civil rights, employment discrimination, personal injury, and criminal defense." }, { "@context": "https://schema.org", "@type": "WebSite", "@id": "https://tyroneglover.com/#website", "url": "https://tyroneglover.com", "name": "Tyrone Glover Law", "publisher": { "@id": "https://tyroneglover.com/#legalservice" } }, { "@context": "https://schema.org", "@type": "FAQPage", "mainEntity": [ { "@type": "Question", "name": "Does my condition count as a disability under the ADA?", "acceptedAnswer": { "@type": "Answer", "text": "Probably, if it substantially limits a major life activity. The 2008 amendments made that a low bar on purpose. Conditions that come and go still count, and so do conditions controlled by medication. If your employer treats you as impaired, you are covered even where you are not." } }, { "@type": "Question", "name": "What is a reasonable accommodation?", "acceptedAnswer": { "@type": "Answer", "text": "A change to how, when, or where you work that lets you do the job. Common ones cost nothing: a shifted start time, a rest break, a chair, permission to work from home two days a week, or a short leave. An employer can refuse only by showing real hardship, not inconvenience." } }, { "@type": "Question", "name": "Can my employer fire me for asking for an accommodation?", "acceptedAnswer": { "@type": "Answer", "text": "No. Firing, demoting, or disciplining someone for making a request is retaliation, and a retaliation claim can succeed even where the underlying accommodation claim does not." } }, { "@type": "Question", "name": "Do I have to tell my employer my diagnosis?", "acceptedAnswer": { "@type": "Answer", "text": "Usually no. You have to give enough information to show you need an accommodation for a medical condition. You do not owe your whole medical history, and your employer has to keep what you share confidential." } }, { "@type": "Question", "name": "My FMLA leave ran out and I was fired. Do I have a case?", "acceptedAnswer": { "@type": "Answer", "text": "Possibly. Exhausting FMLA leave does not end an employer's ADA duty. Extra unpaid leave can itself be a reasonable accommodation where an end date is in sight." } }, { "@type": "Question", "name": "How long do I have to file?", "acceptedAnswer": { "@type": "Answer", "text": "Usually 300 days to file with the EEOC and six months with the Colorado Civil Rights Division. Internal HR complaints do not pause either clock." } }, { "@type": "Question", "name": "What can I recover?", "acceptedAnswer": { "@type": "Answer", "text": "Back pay, front pay, emotional distress damages, punitive damages against a private employer in some cases, reinstatement, and attorney fees." } } ] } ] ```