The Americans with Disabilities Act (ADA) protects the rights of workers with disabilities. Not only are current employees protected, but also job applicants.
The protections offered by this legislation are numerous, but one key aspect is reasonable accommodations. Employees are entitled to request that reasonable accommodations be made for disabling conditions. Employers who fall under this legislation must make reasonable accommodations unless they are disproportionate and place the company in financial jeopardy
What are some of the more common examples of reasonable accommodations?
1. Allowing time off
People with disabling conditions may need time off, and employers should do their best to accommodate this. For example, an individual may need to seek medical treatment at the same time every week. They should be allowed time off for this if they have a disabling condition.
2. Modifying the work schedule
Some individuals with disabling conditions may not be able to work for sustained periods. Often, work schedules can be broken into smaller segments. For example, rather than an employee taking a one-hour break, they could be permitted to take short breaks every hour during the day.
3. Changing duties
A person with a disabling condition may struggle to do manual work but can carry out administrative tasks. Or, it may be the other way around. In any case, changing the duties of an employee is a type of reasonable accommodation.
As long as an employee is qualified to take on a different role, and it would not cause undue hardship to the business, employers cannot refuse to consider moving someone into a different role.
Employees with disabilities should not face discrimination. Seeking legal guidance can help you assert your rights if you need to.
