How can I determine if I was fired based on discrimination against my disability or as not compliant with procedural norms?

UPDATED: Sep 30, 2022

Advertiser Disclosure

It’s all about you. We want to help you make the right legal decisions.

We strive to help you make confident insurance and legal decisions. Finding trusted and reliable insurance quotes and legal advice should be easy. This doesn’t influence our content. Our opinions are our own.

UPDATED: Sep 30, 2022Fact Checked

Get Legal Help Today

Compare Quotes From Top Companies and Save

secured lock Secured with SHA-256 Encryption

How can I determine if I was fired based on discrimination against my disability or as not compliant with procedural norms?

I worked as an assistant professor at college for the last 18 months. Last winter the chair punished me withholding my pay when I failed to show up for the term exam in a snowstorm with the road closed due to an accident. My students were able to take the exam; I arranged it beforehand online. She rebuked me in a rude manner and after that started quietly isolating me. Later I had a

concussion and was taken to ER in a very bad condition; 10 days later the doctor let me start teaching but the chair told me I will be allowed to be back when she decides. Ever since the chair created a hostile environment excluding me from college activities, not responding to my professional e-mails, etc. Then 2 weeks ago at my annual review she announced, in violation of the termination procedure and other clauses of college laws, that my that my contract was terminated by her due to

Asked on November 16, 2016 under Employment Labor Law, Washington


SJZ, Member, New York Bar / FreeAdvice Contributing Attorney

Answered 6 years ago | Contributor

There is no way to know for sure, but if you have MS and also suffered an obviously severe concussion, and were later terminated for a reason ("lack of collegeality") which was not supported by evidence or documentation (e.g. you have not prevously been written up for this, put on a performance improvement or mentoring/training plan, etc.), then a reasonable supposition is that you were discriminated against due to your disability(ies) and medical condition(s), and/or in retaliation for asking for assistance or an accommodation--both of which are illegal. It is possible that there was a non-discriminatory reason, but you seem to have made out more than enough of a case to bring it to the EEOC or your state's equal/civil rights agency; the agency may investigate, or may even immediately conclude that you have made out a "prima facie" (basically, "on its face") case and bring a complaint. Your former school then has the opportunity to try to show that there was some not improper and nonpretextual reason for their action.

IMPORTANT NOTICE: The Answer(s) provided above are for general information only. The attorney providing the answer was not serving as the attorney for the person submitting the question or in any attorney-client relationship with such person. Laws may vary from state to state, and sometimes change. Tiny variations in the facts, or a fact not set forth in a question, often can change a legal outcome or an attorney's conclusion. Although has verified the attorney was admitted to practice law in at least one jurisdiction, he or she may not be authorized to practice law in the jurisdiction referred to in the question, nor is he or she necessarily experienced in the area of the law involved. Unlike the information in the Answer(s) above, upon which you should NOT rely, for personal advice you can rely upon we suggest you retain an attorney to represent you.

Get Legal Help Today

Find the right lawyer for your legal issue.

secured lock Secured with SHA-256 Encryption