Is it legal for an employer to deny a bonus to an employee on an approved part-time disability accommodation?

Lexi, Chatbot

I understand how concerning it can be to face changes in your compensation. Can you tell me if your employer has provided any written policies regarding bonuses for part-time employees?

Lexi, Chatbot

Have you discussed this change with your employer or HR department, and if so, what was their response?

Lexi, Chatbot

Is there anything else the Employment Lawyer should know before I connect you? Rest assured they'll be able to help with your bonus eligibility.

Dan

Hello, and welcome. My name is Daniel, and I've been a licensed attorney for over 22 years. I'm sorry you're dealing with this situation, and I'll do everything I can to help.

Dan

It sounds like this situation has been frustrating and confusing, especially since your part-time arrangement is an approved accommodation and you've continued to contribute to the company as you have for the past four years.

Dan

From what you've shared, the key issue is whether your employer's decision to deny your bonus because of your part-time status is legal when company policy states that both part-time and full-time employees are eligible. This situation likely falls under the Fair Labor Standards Act as well as the Americans with Disabilities Act (ADA) if your part-time status is linked to a medical or disability accommodation.

Under the ADA, employers cannot penalize or treat an employee unfairly because they are working under a reasonable accommodation. Let's look at some practical ways you can approach this. One option is to ask your Human Resources department for the bonus policy in writing. Review it carefully to confirm that part-time employees are eligible, as you stated. Having the actual policy in front of you will help you clearly point out any inconsistency between what the policy says and how your employer is applying it. When you reach out, try to do so in writing and keep your tone professional and factual. Documentation will be important if you need to escalate the issue later.

Another option is to write a short, respectful email to HR or your supervisor referencing your accommodation under the ADA and asking for clarification on how the company is applying the bonus criteria to employees with approved accommodations. You can explain that your status is temporary and tied to your medical accommodation, and that denying the bonus seems inconsistent with the stated policy. This gives your employer a chance to correct what may be a misunderstanding or an error by management.

If your employer continues to withhold the bonus despite the written policy and your reasonable accommodation, a third step would be to file an internal complaint or contact the Equal Employment Opportunity Commission (EEOC). The EEOC enforces the ADA and takes claims where an employee may have been denied compensation or benefits because of a disability-related accommodation. You can start by filing online or scheduling a consultation, and you don't need to hire a lawyer to do so, although legal guidance can help if things progress.

Given your situation, I would begin with the internal HR approach because it allows a chance to resolve the problem quickly without escalating. Request the policy in writing, document your communications, and clarify that your part-time status is an ADA accommodation, not a voluntary reduction in hours. If HR does not resolve it, then consider the EEOC route for formal review.