According to the U.S. Department of Labor, more than 18.5 million disabled employees in the United States are ages 16 to 64. The Americans with Disabilities Act (ADA) shields you from discrimination and unlawful termination in the workplace, regardless of whether your disability is temporary or permanent.
Employers who want to keep employees with disabilities who are competent for the position must, under the ADA, make “reasonable accommodations” for them to accomplish their jobs. The ADA also states that a reasonable accommodation could be made in terms of employment responsibilities or procedures. Learn more!
It’s common practise for employers to make allowances for employees with disabilities by doing things like:
- Task modifications
- Workplace redesigning with the goal of reducing obstacles
- Provision of an Interpreter
- Facilitating a Modular Work Week
The employee with the disability will be transferred to a currently open position.
The adjustment is meant to facilitate the employee’s ability to perform their job. A reasonable accommodation would be for the employer to allow time off for a disabled employee to attend medical or other related appointments. Those are some typical examples of acceptable workplace modifications that don’t impose an unreasonable burden on either the business or the employees.
Make Reasonable Requests for Accommodations at Work.
Requesting reasonable accommodations follows a similar procedure, whether your handicap is temporary or long-term. You should start by informing your employer about your handicap. The only way for your employer to make reasonable adjustments for your handicap is if they are aware of it.
The company has the right to request medical documentation of your disability. Providing proof of a handicap typically requires a certificate from a doctor or other supporting paperwork. When figuring out what constitutes a fair workplace adjustment, there are no set guidelines to follow. Reasonableness is determined case-by-case basis, with your employer serving as the primary arbiter.
Requests that would place an undue burden on the company could be denied.
Employers are not required to accommodate employees with disabilities, even if they provide appropriate documentation under the Americans with Disabilities Act (ADA). Make sure your request for an accommodation in the workplace is reasonable. Your employer may deny your request if it would impose a “undue hardship” on them or their other employees.
There are a number of potential causes of undue hardship, including:
- Money needed to implement it
- Influence on organisational assets
- Affect on Coworkers