Making sure employees with disabilities get the help they need is both a legal requirement and the right thing to do. State and federal laws require employers to provide reasonable accommodations, but sometimes people misunderstand their rights or duties, leading to conflicts.
Understanding the difference between reasonable and unreasonable accommodations is one crucial element in preventing and resolving disputes.
What are reasonable accommodations?
Reasonable accommodations involve adjustments or modifications that enable employees with disabilities to fulfill job duties effectively. Examples of reasonable accommodations include:
- Flexible work schedules: Letting employees change their work hours for medical appointments or treatments.
- Modified workspaces: Making the workspace accessible, like adding ramps or ergonomic furniture.
- Assistive technology: Providing special software or equipment to help employees with their tasks.
- Job restructuring: Reassigning non-essential tasks to other employees so the worker with a disability can focus on core duties.
These modifications help create an inclusive work environment where all employees can thrive.
What are unreasonable accommodations?
Employers must provide reasonable accommodations, but not all requests can be met. Unreasonable accommodations are those that cause major difficulty or cost for the employer. Examples include:
- Extensive modifications: Requests for significant structural changes to the building that are not feasible.
- Excessive time off: Requests for indefinite leave or excessive time off that disrupts business operations.
- Personal services: Requests for personal care services, such as assistance with eating or dressing, which are unrelated to job performance.
- Significant financial burden: Accommodations that require substantial financial investment beyond the employer’s capacity.
These and similar requests can be unrealistic or impossible to provide. However, employers should consider other, more practical solutions before denying a request. There might be other ways to provide the same type of support.
Employees with disabilities have the right to reasonable accommodations and protection against discrimination. Knowing what counts as reasonable and unreasonable accommodations helps both workers and employers understand these rules.