Disability Discrimination and Reasonable Accommodation Lawyer in Albuquerque

Published by Law Office of Anita M. Kelley · Updated September 24, 2026

For people seeking information about this matter in Albuquerque and throughout New Mexico.

Anita Kelley Law represents employees in disability-discrimination and reasonable-accommodation matters, including matters involving physical or mental health conditions. The facts may involve hiring, leave, workplace changes, medical questions, discipline, termination, or retaliation.

Accommodation issues are highly fact-specific

• What workplace change was requested and why it was needed
• Whether the employee could perform essential job functions with an effective accommodation
• How the employer responded and whether alternatives were discussed
• What medical information was requested, shared, or kept
• Whether negative treatment followed the request or disclosure

Federal, state, and federal-sector paths differ

Employer coverage, disability definitions, available accommodations, hardship, confidentiality, and filing procedures depend on the governing law and forum. Federal employees use a distinct EEO process and should review the separate federal-sector materials.

Describe the work barrier and the requested change

For an initial discussion, identify the job, the workplace task or barrier, the change requested, when it was requested, and the response. Keep the request, relevant job description, communications about alternatives, and any written decision. Describe what happened without assuming that a diagnosis alone establishes a particular accommodation.

If several possible changes were discussed, note each one and what the employer said about it. A delay, a request for information, and an outright denial may raise different questions. The context includes what the employer knew and whether an effective option was considered.

Protect medical information during intake

The public inquiry should contain basic contact and conflict information and a short description of the employment issue. Do not send complete medical records or detailed diagnoses. If the firm can consider the matter, it can explain which information is relevant and how it should be provided.

Identify any agency charge, union process, existing lawyer, or approaching notice date. A first conflict and availability check is separate from a later engagement. For a federal employee, consult the linked federal-sector accommodation resource because the procedural route differs from the private-sector process.

Official information and related resources

• EEOC disability discrimination and employment decisions
• EEOC ADA employment-rights publication
• Federal employee disability and accommodation information

Common questions

Must an accommodation request use legal words?

An employee generally does not need to cite a statute or use a special phrase, but must communicate enough information to connect a workplace change to a medical condition or other protected need.

Can an employer ask for medical information?

In some circumstances an employer may request information needed to evaluate an accommodation, but disability-related information is subject to legal limits and confidentiality requirements.

Do federal employees use the same accommodation complaint process?

Federal employees use the federal-sector EEO process, which has different procedural steps and generally requires prompt contact with an agency EEO counselor.