Sinew
we should also see that we catch all the loopholes that employees can take advantage of too though..my dad is an HR director and he would talk about how he would catch the opposite extreme of that kind of thing- where people were just laid off because of efficiency or whatnot, and the employee sueing for discrimination, thus my dad among most HRs have to be somewhat familiar with the legal system.
Then there's the other end of the spectrum, people who may or may not be legitimately disabled going around to business's and filing frivolous lawsuits over minor violations of the ADA. I remember a stand alone ticket booth, just a box standing outside the gateway to the dock of a dining yacht, that got sued because their ticket counter was 41 inches tall, while the ADA specifies 30. Never mind there was a door right in the side of the thing, so that anyone who couldn't reach the ticket counter could easily be hand delivered their tickets. I later learned there are a lot of these characters going around, filing lawsuits against mainly small business, who might have a blue painted parking spot, but are missing the sign that says Handicapped only. Its practically impossible to fight an ADA lawsuit, so these vermin are just cashing in, extorting money from business that can ill afford it.
Even if they ARE legitimately disabled, there's no excuse for this sort of behavior. If there's an obvious violation, one which actually hinders handicapped people, maybe a lawsuit is the way to go. But suing over technicalities, that have no real impact on a disabled persons ability to function in that environment, is just plain wrong.
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