Businesses do not have to make all kinds of accommodations for a worker who has a disability. Some requests may be unreasonable. For instance, if the accommodations would cost $100,000, there may be no way that a small business can realistically meet those financial obligations.
That said, employers do have an obligation to make reasonable accommodations so that a worker with a disability doesn’t lose their job and their source of income. If someone develops a disability through injury or illness, and their employer simply decides to fire them, it could be an example of disability discrimination.
What are some examples of reasonable accommodations?
One example could be a simple policy change. Maybe a business has a policy that animals are not permitted on the premises, but a disabled worker needs to have a service animal to assist them. A simple change to the policy would allow that worker to continue doing their job.
In other cases, minor physical adjustments may need to be made. This could include updating bathrooms or installing ramps that are accessible for a wheelchair. If a worker is typically expected to stand behind a desk, a new section of desk may need to be built at a lower level so that it can be accessed by someone in a wheelchair.
A third example involves technology. Someone who is suffering from a visual disability may have trouble reading a computer screen. But a simple software program that reads text aloud may allow them to keep doing their job just as they did before.
Disputes can sometimes occur when workers feel they are being discriminated against and reasonable accommodations aren’t being made. It’s crucial for them to know what legal options they have so that they can make informed decisions accordingly.