Types of Reasonable Accommodations
The federal Americans with Disabilities Act (ADA) requires companies to give their qualified disabled employees reasonable accommodations when doing so would not present them with an undue hardship. Reasonable accommodations are alterations to the work environment, job procedures, the job, or the application or hiring process, that would allow someone with a disability who is qualified for a job to perform the job’s essential functions and have equal employment opportunities. If you are wondering what types of reasonable accommodations may be open to you as a disabled employee, you should call seasoned Washington D.C. ADA claims attorney Matthew T. Famiglietti.Types of Reasonable Accommodations
The ADA covers employers who have at least 15 employees. You are entitled to a reasonable accommodation if you are a qualified employee at a company with at least 15 employees who has a disability that meets the ADA definition: a physical or mental impairment that substantially restricts one or more major life activities.
The types of reasonable accommodations available depend on the specific nature of your disability and the job tasks and functions. Potential accommodations our attorneys will discuss with you include changes to job tasks, provision of a parking space closer to the building, alternative formats for feedback, aids to increase access, services, reassignment, schedule modifications or flexibility, allowing work from home, provision of products or equipment, alterations to presentation of training materials or tests for job applicants or those up for promotion, allowing service animals, equipment, job reorganization, and reassignment.
Your disability will shape what types of accommodations would enable you to perform your job, whether these are changes to policies, changes to a workspace, equipment, or alterations to schedule. For example, if you are rendered blind in an accident and need to bring a service dog to work, but the office usually has a policy of no animals, one type of reasonable accommodation may be to change that policy or make an exception for you. Similarly, if you suffer diabetes and need to keep snacks and water in case of low blood sugar, but your employer usually doesn’t allow snacks at your workspace, it might be appropriate for the employer to accommodate you by making an exception to its general policy.
Many workers’ disabilities require flexibility of schedule. For example, if you need to work from home because you have multiple sclerosis and need a day off twice yearly to obtain infusions, one type of accommodation might be to allow you leave for those infusions.
In some situations, reassignment may be appropriate because an employee can’t perform the essential functions of his current job but could still work in some capacity for the company. However, the employer doesn’t need to create a new position for you when you have a disability.
Under the ADA, your employer also doesn’t need to eliminate an essential job function or lower its standards. It doesn’t need to give you equipment that you would also need for personal use, independent of your job, such as a hearing aid or wheelchair.Lawyers to Request a Reasonable Accommodation
It’s important to be aware that there’s no clear-cut bright line rule for when a particular reasonable accommodation must be provided to a disabled worker. Rather reasonable accommodations are considered case-by-case and can necessitate careful legal representation. In order to obtain any type of reasonable accommodation, you’ll need to disclose your disability. The employer should engage in an interactive process with you in good faith to determine what barriers you face at work due to your disability and what might be useful. Your employer doesn’t need to provide the specific accommodation you request; if there are two accommodations that would help you do your job, the employer is entitled to choose the one that would better suit them.Hire Our Washington D.C. Attorneys
If you are concerned about types of reasonable accommodations you can request, given the particular nature of your disability and circumstances on the job, you should discuss your situation with our seasoned Washington D.C. ADA claims lawyer Matthew T. Famiglietti. Mr. Famiglietti represents disabled workers in D.C., Virginia, and Maryland. Complete our online form or call the Law Office of Matthew T. Famiglietti at (202) 669-5880.
Please note, there is a consultation fee for any calls related to this practice area.