An employee who has a disability that impacts their ability to do their job duties can ask their employer for reasonable accommodations that enable them to get the tasks done. While it seems as though this might be a simple enough task, it is much more complex than it might sound because what’s reasonable for one company to provide for a disabled employee might not be reasonable for another business.
Helping without hindering
In order to be considered a reasonable accommodation, the arrangement must help the employee do their job without placing too much of a financial or operational burden on the employer. This means that a small company might not be able to provide the same level of accommodations as a large corporation.
Some examples of what often qualifies as reasonable accommodations include:
- Modifications to your schedule
- Reassigning you to new duties or shifting duties around
- Providing new training or materials to help you
- Making the workplace accessible for you
- Modifying equipment or providing you with assistive devices
- Having others help you as needed
It’s important that you communicate your needs with your employer. They won’t be able to provide reasonable accommodations for you if they don’t know what you need or what you’re struggling with. Just remember that they can’t take negative employment actions because you need a reasonable accommodation based on a disability.
You have rights as an employee. You may find that you have to exert those if an employer is being unreasonable about accommodating your needs. Discuss the situation with your attorney to find out what options you have to address the issue.