ADA Compliance Attorney in Washington, DC

Over $8 Million Recovered for Federal & Private-Sector Employees

Pitre & Associates represents federal and private-sector employees in Washington, DC, Northern Virginia, and Southern Maryland on ADA and disability-related employment matters. Our attorneys bring over 15 years of experience in federal employment law and have negotiated more than $8 million in compensatory awards and attorney fees for clients facing discrimination, wrongful termination, and related workplace disputes.

If you’ve been denied a reasonable accommodation, disciplined because of a disability, or pushed out of a federal or private-sector job, call us at (202) 759-6544 to schedule a free initial consultation.

Which Disability Law Covers Your Situation

The answer depends on who employs you. Private-sector workers at companies with 15 or more employees are covered by Title I of the Americans with Disabilities Act, which requires equal employment opportunity for qualified individuals with disabilities. Federal employees are protected under Section 501 of the Rehabilitation Act of 1973 rather than directly under Title I. The practical difference matters less than it might seem: the standards used to evaluate a Section 501 violation mirror those applied under the ADA.

Washington, DC employees also have a local option. The DC Human Rights Act prohibits disability discrimination by any employer with as few as one employee, and it doesn’t cap compensatory and punitive damages the way federal law does. That broader coverage can make a meaningful difference in how we approach a case.

Reasonable Accommodation & the Interactive Process

A reasonable accommodation is any modification that enables a qualified employee to perform the essential functions of their job. Accommodations must serve three purposes: equal opportunity during the hiring process, the ability to carry out essential job functions, and equal access to the benefits and privileges of employment. Common examples include modified work schedules, job restructuring, and making existing facilities accessible.

An employer can refuse an accommodation only by demonstrating undue hardship, meaning the modification would require significant difficulty or expense given the employer’s size and resources. Before reaching that conclusion, employers are expected to engage in an individualized interactive process with the employee to identify a workable solution. When employers skip that step or impose an unjustified denial, that’s where we come in.

How We Handle ADA & Rehabilitation Act Claims

The path to relief differs depending on your employment sector. Private-sector employees must generally file a charge with the EEOC before filing an ADA lawsuit in court. Federal employees must first contact an EEO counselor at their own agency before pursuing a formal Rehabilitation Act complaint. We guide clients through each step, from the initial agency filing through hearings and, where necessary, Merit Systems Protection Board appeals on related adverse actions.

Remedies in these cases can include back pay, front pay, reinstatement, compensatory damages, and attorneys’ fees. Punitive damages may also be available to private-sector employees, though they’re generally not available against the federal government in a Rehabilitation Act claim. We can assess the facts of your situation and help you understand which remedies realistically apply.