The final element that must be proven in a disabilities-discrimination claim is that the individual suffered an adverse employment decision. This means nothing more than that the employer took some kind of adverse action against the applicant or employee, such as refusing to hire her, disciplining or discharging her, denying her some kind of compensation or benefits, or engaging in any other kind of workplace conduct that a reasonable employee would consider to be negative with respect to some aspect of her wages, hours, or conditions or privileges of employment.
