Legal Question in Disability Law in New York

Re: reasonable accomodation

An asthmatic allergy should qualify as an ADA "disability" in many instances. But an impairment that only restricts an individual from working in a particular location does not satisfy the disability requirement under the ADA. So that's an initial issue--whether your disability substantially limits you in one or more major life activities--and this may be debatable either way. Further, you have a duty to propose an objectively reasonable accommodation. Your requests for accommodations seem fairly specific, so that's a point in your favor. From what you say, your employer has not been attempting to make any sort of accommodation on your behalf. That being said, it is not certain that asking your employer to notify his or her own patients/clients (as opposed to fellow workplace employees) would be considered "reasonable", although perhaps conveying some sort of request to patients during the appointment-making process would be deemed reasonable. But certainly, installing an air purifier seems at least a reasonable starting accommodation. So those are some of the starting issues. Summing up, I think, as a legal matter, your employer should attempt at least "some" sort of accommodation on your behalf; and should your employer terminate your employment because of your condition and requests, you may well be entitled to bring a legal action under the ADA--especially if your employer has not attempted any accommodation, and if the facts you document can show a causal link between your disability and the termination.