Reasonable accommodations at work are granted to all employees who qualify for a disability under the Americans with Disabilities Act (ADA). Any employee with a disability has the right to alternative working conditions that allow that employee to continue working despite having a disability. However, you will need evidence of and explanations for how your disability limits your abilities in order to qualify for accommodations. Try talking to a Philadelphia disability lawyer if you experience trouble trying to obtain these accommodations from your employer.
The ADA demands employers with 15 or more employees to offer accommodations to workers with disabilities, but not if an accommodation creates undue hardship. Undue hardship is anything that slows down the workplace in a way that could harm productivity or business. The main types of reasonable accommodations are changes to job application customs, the work environment, ways a job is performed, and equal benefits of employment.
Certain tasks at work may no longer be attainable for someone with an acquired disability. For example, someone in a wheelchair may not be able to operate the forklift anymore, but can still organize paperwork or work on projects that do not require heavy machinery. Other aspects of a job that may need to be altered to fit the limitations of having a disability are rules for breaks and time allotted to complete a task.
Other examples of reasonable accommodations are providing closer parking, allowing therapy pets in the workplace, installing equipment to make a job more accessible, or reassigning disabled employees to a more suitable task. There are various ways to go about requesting these accommodations. The first step is to set up a meeting with your employer to inform them of what disability you have and what accommodations you will need to continue working there.
Explain how your disability limits your ability to perform certain aspects of the job and provide doctor’s notes if your employer asks for them. Not everyone knows the symptoms of every disability, so be patient but informative. After this disclosure process, your employer may negotiate a deal with you that incorporates or omits some of your requests. Changes will be implemented after an agreement is reached.
Depending on which disability you have, your condition may require ongoing accommodations. Be sure to let your employer know this in advance. For example, disabilities associated with degenerative brain diseases usually become worse as time progresses. Explain this to your employer so there are no surprises in the future. A mutual understanding can prevent conflict.
Some employers fail to follow the policies of the ADA, which leaves employees without proper accommodations. You may not have to settle for no accommodations if you speak with a Philadelphia disability attorney. Contact Edelstein & Nelson at (800) 300-0909 for consultation and we will answer your questions or concerns. We have worked with clients for years to help fill out applications for disability benefits, organize medical files for evidence, and fight for their rights in court.