What Qualifies As a Reasonable Accommodation?

Navigating the complexities of employment law can be daunting, especially when it comes to understanding your rights as an employee with a disability. One critical aspect is the concept of reasonable accommodations, which ensures inclusivity and equality in the workplace. At the Law Offices of Alan F. Cohen, we believe that all employees deserve to perform their jobs without unnecessary barriers. Our attorney breaks down what qualifies as a reasonable accommodation under the law.

What Are Reasonable Accommodations?

A “reasonable accommodation” refers to changes or adjustments made to the workplace that enable an individual with a disability to perform the essential functions of their job. These accommodations are protected under the Americans with Disabilities Act (ADA), a pivotal piece of legislation designed to safeguard the rights and dignity of employees with disabilities.

For an accommodation to qualify as “reasonable,” it must not impose an undue hardship on the employer. This standard ensures that employees and businesses find solutions that balance access and feasibility. It is crucial to remember that the nature of these accommodations will vary depending on the essential duties of the role and the specific needs of the employee.

Defining Disability and Essential Functions

To request reasonable accommodations, an employee must meet the ADA’s definition of having a disability. This includes individuals with a physical or mental impairment that substantially limits one or more major life activities. Employers are entitled to request medical documentation confirming the disability if it is not immediately evident.

Reasonable accommodations are designed to help employees fulfill their “essential job functions.” These are the core duties that define a position and are fundamental to its existence. An accommodation must address obstacles that prevent employees from performing these vital tasks without changing the nature of the business or the responsibilities of the position.

Examples of Common Reasonable Accommodations

Reasonable accommodations take many forms, depending on the employee’s needs and the job requirements. Below are examples that are considered common and effective:

• Modified Work Schedules. Allowing flexible hours or adjustments to shifts may help employees manage health conditions or disabilities while meeting job expectations.

• Assistive Technologies. Providing equipment such as screen readers, speech-to-text software or magnification tools can empower employees with visual or auditory impairments to perform their duties effectively.

• Job Task Reorganization. Adjusting non-essential duties or tasks can help employees focus on their primary responsibilities. For example, written feedback instead of verbal instructions may assist individuals with communication disabilities.

• Service Animals. Permitting the presence of service animals in the workplace can address a range of disabilities.

When Your Rights Are Violated

If an employee requests a reasonable accommodation and the employer denies it, refuses to engage in an interactive dialogue or retaliates against the request, this may constitute a legal violation. Employers are obligated to evaluate accommodation requests in good faith and determine solutions without resorting to discrimination or marginalization.

Protect Your Rights with the Law Offices of Alan F. Cohen

At the Law Offices of Alan F. Cohen, we are committed to ensuring that your workplace rights are protected. With over 25 years of experience advocating for employees, we understand the emotional and professional toll workplace injustice can take. If you suspect that your employer has denied you a reasonable accommodation or failed to meet ADA standards, we are here to help.

Don’t face the complexities of employment law alone. Contact the Law Offices of Alan F. Cohen today to schedule a consultation and take the first step toward securing the justice and dignity you deserve.