Is My Employer Required to Accommodate My Disability? 

Navigating workplace dynamics can be challenging, especially for individuals with disabilities seeking fair treatment and equal opportunities. Understanding your rights regarding workplace accommodations is crucial in allowing you to perform your job effectively while maintaining your dignity and independence. The complexities of employment law, particularly when it comes to disability accommodations, can be overwhelming. This is where a seasoned employment attorney can make a significant difference, providing guidance and advocacy to uphold your rights. At the Law Offices of Alan F. Cohen, we are dedicated to helping employees understand and assert their rights to reasonable accommodations in the workplace.

Understanding Legal Requirements

The foundation of disability rights in the workplace lies in federal and state laws, primarily the Americans with Disabilities Act (ADA) and The California Fair Employment and Housing Act (FEHA). These laws mandate that employers must provide reasonable accommodations to employees with known disabilities, provided such accommodations do not impose an undue hardship on the business.

When Must Employers Accommodate Disabilities?

Employers are obligated to accommodate a disability under specific conditions:

1. Awareness of the Disability: The employer must be aware of the employee’s disability. Awareness can arise through direct communication from the employee or through observation and third-party information in specific circumstances.
2. Reasonable Accommodation: The accommodation must be deemed reasonable. This means that any changes or modifications to the work environment should facilitate the employee’s ability to perform their essential job functions without causing significant difficulty or expense to the employer.
3. Essential Job Functions: The accommodation must enable the employee to carry out the necessary duties of their position. Essential job functions refer to the fundamental tasks that are a primary reason for the position’s existence.

Employer Responsibilities

Once an employer is aware of a disability, they are required to engage in an “interactive process” with the employee. This process involves discussing potential accommodations and considering the employee’s preferences to determine the most suitable solution. Employers must act in good faith and in a timely manner to address accommodation requests. Refusing to provide an employee with reasonable accommodations can sometimes indicate disability discrimination, so employees should remain aware of their legal options. 

Determining Essential Job Functions

To ascertain which job functions are essential, several factors are considered, such as:

• Whether the function is a core reason for the position’s existence
• The number of employees available to perform the function
• The degree of specialization required for the function

An employer may rely on evidence like written job descriptions, employee experiences and the consequences of not performing certain tasks to establish essential functions.

Contact an Attorney to Discuss Your Employment Legal Matter

Understanding your rights to workplace accommodations can empower you to advocate for yourself effectively. If you find that your employer is unwilling to accommodate your disability, it is imperative to seek legal advice to protect your rights. The Law Offices of Alan F. Cohen stand ready to assist you in navigating these challenges. With over 25 years of experience in advocating for employees, we are committed to helping you secure the accommodations you deserve to thrive in your professional life. Contact us today to learn more about how we can support you in making sure your rights are respected.