ADA Compliance

The Bell Law Group’s ADA Compliance and Defense team works with businesses and organization around the country to achieve company compliance with the ADA.

Title I of the ADA requires employers with 15 or more employees to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others. For example, it prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment. It restricts questions that can be asked about an applicant’s disability before a job offer is made, and it requires that employers make reasonable accommodation to the known physical or mental limitations of otherwise qualified individuals with disabilities, unless it results in undue hardship. Religious entities with 15 or more employees are covered under title I.

Title I complaints must be filed with the U. S. Equal Employment Opportunity Commission (EEOC) within 180 days of the date of discrimination, or 300 days if the charge is filed with a designated state or local fair employment practice agency. Individuals may file a lawsuit in federal court only after they receive a “right-to-sue” letter from the EEOC.

As a business owner your services must be accessible to persons with disabilities. It is good for business and it is also the law. Because disabled persons, advocacy groups and the DOJ can sue you to enforce ADA compliance, Bell Law Group is committed to helping clients avoid expensive litigation.

Whether you have already been sued in an ADA case, or are starting your business ADA compliance requirements are necessary.

Contact us to discuss how our experienced ADA defense team can properly represent, protect and defend you, your business, and your assets, from ADA lawsuits.