Yes. The ADA prohibits not only retaliation for protected EEO activity, but also interference
with an individual's exercise of ADA rights. Under the ADA, employers may not coerce,
intimidate, threaten, or otherwise interfere with the exercise of ADA rights by job
applicants or current or former employees. For instance, it is unlawful for an employer
to use threats to discourage someone from asking for a reasonable accommodation. It
is also unlawful for an employer to pressure an employee not to file a disability
discrimination complaint. The ADA also prohibits employers from interfering with employees
helping others to exercise their ADA rights. The employer's actions may still violate
the ADA's interference provision even if an employer does not actually carry out a
threat, and even if the employee is not deterred from exercising ADA rights.