Employers are required to explore and discuss reasonable accommodations with disabled employees or job candidates.
Reasonable accommodations can include, but are not limited to:
- Changing some job duties
- Changing schedule/work hours
- Providing medical leave
- Moving an employee’s work area (e.g., closer to the restroom, elevator, handicapped parking)
- Providing mechanical, electrical, or technological assistance or assistive devices
It is important that the disabled employee feels that the employer is making a good faith, honest effort to accommodate the disability. Your company doesn’t have to go it alone; federal and state offices can help with recommendations, and independent medical or expert opinion may be helpful and/or necessary in some circumstances.
Reasonable accommodations cannot impose an “undue hardship” on the company. The level of undue hardship may vary with the size of the company and the type of industry. A large, diversified company will need to make greater accommodations than a small, specialized start-up.
