Dallas Employment Lawyer Blog
Dallas Employment Trail Lawyer Ellie Johnston
Coming out of the Fourth of July, I’ve been thinking about the disconnect between how we celebrate veterans publicly and how many are treated at work. In my practice, I’ve represented disabled veterans who faced discrimination, retaliation, or termination after simply asking for the accommodations they needed to do their jobs.
Returning to the civilian workforce as a veteran comes with challenges. For disabled veterans in particular, the transition can be even harder when an employer treats your request for support like a burden—or worse, a threat.
If you’re a veteran in Dallas living with service-connected conditions like PTSD, anxiety, chronic pain, or mobility limitations, you have legal rights in the workplace. And if your employer is making you feel like a “liability” because of those conditions, they may be violating the law.
Here’s what Texas veterans should know about their right to reasonable accommodations, how to spot illegal treatment, and what to do if your employer doesn’t play fair.
What Counts as a Reasonable Accommodation?
Under the Americans with Disabilities Act (ADA) and Texas Labor Code Chapter 21, employers with 15 or more employees must provide reasonable accommodations to qualified workers with disabilities.
A “reasonable accommodation” is a change that allows you to perform your job despite a medical condition. Examples include:
- Modifying job duties to reduce physical strain
- Allowing remote work or seated instruction
- Adjusting schedules for medical appointments
- Making exceptions to uniform or equipment policies
- Providing assistive devices or ergonomic tools
You don’t have to disclose every detail of your medical history—just enough to explain your limitations and what help you need to do your job.
When Employers Turn Against You
Too often, veterans who request accommodations encounter pushback instead of support. They may hear things like:
- “Are you even fit for duty anymore?”
- “That’s a safety concern.”
- “We can’t make exceptions—everyone has to do the same job.”
- “If we make changes for you, then everyone will want them.”
In some cases, the employer pretends the request was never made. Other times, they offer a new position that is physically or logistically impossible for the employee to perform—essentially forcing them out.
If this sounds familiar, it could be disability discrimination or retaliation , both of which are illegal under federal and Texas law.
Common Red Flags to Watch For
If you’ve requested an accommodation and experienced any of the following, your rights may have been violated:
- You’re suddenly labeled a “problem” or “safety concern”
- You’re offered a role that conflicts with your disabilities or medical needs
- You’re told your request is “too much” or makes people uncomfortable
- Your supervisor mocks or dismisses your condition
- You’re terminated shortly after requesting help
Remember: your employer cannot legally fire, demote, or harass you because you asserted your rights under the ADA.
The Interactive Process Isn’t Optional
Once you request an accommodation, your employer must engage in the interactive process—a good-faith dialogue about how to support you. That doesn’t mean they have to give you exactly what you ask for, but it does mean they have to try.
What they can’t do is:
- Ignore your request
- Pretend they don’t know about your condition
- Blame you for needing support
- Offer an unworkable “solution” just to avoid dealing with your actual job duties
If they’ve previously accommodated you informally and now deny a formal request, that inconsistency may also support a legal claim.
You Deserve Better
Veterans bring unmatched skills, discipline, and leadership to the workplace. You shouldn’t have to fight a second battle just to be treated with dignity and fairness on the job.
If you believe your employer has violated your rights, you should talk to an employment attorney like those at Rob Wiley, P.C. Call our office or visit our website to schedule a consultation with an attorney. Remember, informed employees are empowered employees!