ADA Accommodation Lawyer Bingham Farms

When your health affects your ability to work, the law is supposed to protect you—not push you out the door. The reality I see every day is that many employees in Michigan are denied reasonable accommodations, ignored, or quietly forced out when they ask for help. That’s not just wrong—it can be illegal.

The Americans with Disabilities Act (ADA) exists for a reason. It requires employers to engage in a meaningful process and provide reasonable accommodations so employees can continue doing their jobs. But too often, employers treat accommodation requests as inconveniences instead of legal obligations.

At Batey Law Firm, PLLC, I focus on holding employers accountable when they cross that line. I don’t take shortcuts, and I don’t take cases I don’t believe in. If you’ve been denied accommodations, pushed out, or retaliated against for speaking up, you deserve answers—and action.

This is about fairness. It’s about making sure your employer follows the law and treats you like a human being, not a liability.

What Does an ADA Accommodation Lawyer Do?

An ADA accommodation lawyer steps in when employers fail to follow the law or ignore their obligations. These cases are rarely straightforward, and employers often count on employees not knowing their rights.

In my practice, that means:

• Explaining your rights under the ADA in plain English
• Evaluating whether your condition qualifies as a disability under the law
• Determining whether your employer failed to provide reasonable accommodations
• Identifying breakdowns in the “interactive process”
• Pursuing claims involving:
  
  • Disability discrimination
  • Retaliation
  • Wrongful termination

This isn’t about filing paperwork—it’s about building a case that holds up when it matters.

Understanding ADA Accommodations in Michigan

What Qualifies as a Disability?

Under the ADA, a disability is generally a physical or mental impairment that substantially limits one or more major life activities. That can include conditions affecting your ability to walk, stand, lift, concentrate, think, sleep, communicate, or work. It is not limited to obvious or visible conditions.

Conditions that may qualify include:

• Chronic pain conditions
• Diabetes
• Autoimmune disorders
• Cancer
• Anxiety
• Depression
• PTSD
• Neurological conditions
• Mobility impairments

Some temporary impairments may also qualify, depending on how severe they are and how much they limit major life activities. Employers often make the mistake of assuming that if a condition is not permanent, it is not protected. That is not always true.

What Is a “Reasonable Accommodation”?

A reasonable accommodation is a change that allows an employee with a disability to perform the essential functions of the job without creating an undue hardship for the employer. In plain English, it means a practical adjustment that helps you do your work.

Reasonable accommodations may include:

• Modified work schedules
• Remote work or hybrid work arrangements
• Time off for treatment or recovery
• Extended medical leave in some situations
• Assistive devices or equipment
• Changes to the workspace
• Reassignment of marginal job duties
• Job restructuring that does not remove essential functions

Not every request will be reasonable in every workplace. That is true. But employers do not get to reject an accommodation just because it is inconvenient or because they do not like the idea of changing the way things have always been done.

The Interactive Process Requirement

Once an accommodation issue is raised, the employer is supposed to engage in what is called the interactive process. That means a good-faith dialogue with the employee to figure out whether there is a reasonable way to keep that person working.

That process requires more than silence and more than a knee-jerk “no.” An employer should:

• Acknowledge the request
• Ask reasonable follow-up questions if needed
• Review medical support where appropriate
• Consider available accommodation options
• Discuss workable solutions with the employee

What employers cannot do is:

• Ignore the request
• Delay until the situation gets worse
• Demand unnecessary information
• Reject the request without discussion
• Shut down options without exploring alternatives

The law does not require perfection. It does require effort and honesty. If an employer refuses to engage, drags its feet, or treats the request like a nuisance, that can become powerful evidence in an ADA case.

Common ADA Violations I See in Bingham Farms

Most ADA cases don’t start with some dramatic event. They start with an employer cutting corners—ignoring requests, delaying decisions, or treating an employee like a problem instead of a person. Over time, those decisions add up, and that’s when legal exposure becomes real.

Here are the most common violations I see:

• Ignoring accommodation requests
  Employees speak up, provide documentation, and hear nothing back. Silence is not compliance.
• Requiring employees to be “100% healed” before returning
  This is one of the biggest red flags. The law does not require you to be fully healed—only able to perform the essential functions of your job with or without accommodation.
• Denying reasonable accommodations without explanation
  Employers don’t get to say “no” and move on. They need a legitimate reason, and they need to communicate it.
• Retaliating after an employee requests help
  The moment you ask for an accommodation, you’re protected. Any negative action tied to that request can be unlawful.
• Terminating employees shortly after medical disclosures
  Timing like this raises serious questions. Employers often try to mask these decisions—but patterns matter.
• Failing to document or engage in the interactive process
  No communication, no documentation, no effort. That’s where employers get into trouble quickly.

How I Build ADA Accommodation Cases

Detailed Timeline of Events

Every case starts with a timeline. When did you request the accommodation? What did your employer say? What happened next?

I map out:

• When the medical issue arose
• When the request was made
• How the employer responded (or didn’t)
• When any discipline or termination occurred

Medical Documentation and Communications

Medical support is critical, but it’s not just about having a diagnosis. It’s about how that information was communicated and how the employer responded to it.

I review:

• Doctor’s notes and restrictions
• Accommodation requests tied to medical needs
• Employer responses to those requests
• Any follow-up or clarification requests

Internal Emails and Employer Responses

What employers say internally often matters just as much as what they say to you.

We look for:

• Emails between HR and management
• Discussions about your role or condition
• Inconsistencies in how decisions were made
• Evidence of delay, frustration, or bias

Comparator Evidence (How Others Were Treated)

One of the strongest ways to prove a case is to show how other employees were treated differently.

That may include:

• Employees without disabilities receiving flexibility
• Similar requests being granted to others
• Differences in discipline or expectations

Proof of Pretext (False Reasons for Employer Decisions)

Most employers don’t admit wrongdoing. Instead, they offer a reason that sounds legitimate on the surface.

My job is to test that reason and determine whether it holds up.

We look for:

• Shifting explanations over time
• Reasons that don’t match the timeline
• Lack of documentation supporting the decision
• Evidence that contradicts the employer’s claims

What to Do If You Need an ADA Accommodation

Make the Request Clearly

You don’t need legal language, but you do need to be clear.

• State that you need an accommodation
• Connect it to a medical condition
• Put it in writing if possible

Keep Copies of All Communications

Assume that every email, message, or document could matter later.

Save:

• Emails to and from your employer
• HR communications
• Medical documentation you provided
• Any written responses or denials

Document Conversations and Responses

Not everything happens over email. That’s why your own notes matter.

• Write down dates and times of conversations
• Summarize what was said
• Track who was involved

Speak With an Employment Lawyer Early

The earlier you understand your rights, the better your position will be.

• You can avoid common mistakes
• You can respond strategically
• You can preserve evidence that might otherwise be lost

When Employers Ignore the Law

ADA accommodation cases are rarely about one moment—they’re about patterns. A request ignored. A conversation avoided. A decision made behind closed doors. And eventually, an employee pushed out when they needed support the most.

I’ve seen how quickly a job situation can turn when an employer decides not to follow the law. And I’ve seen how much damage that can do—not just financially, but personally. That’s why these cases matter.

The key is acting before it’s too late. Evidence fades. Deadlines matter. And the sooner you understand your rights, the stronger your position becomes.

Speak With an ADA Accommodation Lawyer Today

If your employer failed to accommodate you, retaliated against you, or treated you differently because of a disability, you don’t have to accept it. There are laws in place to protect you, and those laws have teeth.

Batey Law Firm, PLLC
30200 Telegraph Rd., Suite 400
Bingham Farms, MI 48025

📞 Phone: (248) 540-6800
🌐 Website: www.bateylaw.com