If your employee is disabled or has a temporary condition that makes it impossible to discharge their duties efficiently, then you are legally obligated to reasonably accommodate them. It is against the law to discriminate against anyone at the workplace based on their disability.
Reasonable accommodation may consist of changes you make at your workplace that will enable your employees to perform their duties. As long as they are qualified for the job, then a disability should not come in their way of work.
Examples of reasonable accommodation
Reasonable accommodation can take many forms, from structural changes to a review of an employee’s shift. Some examples include:
- Having special office equipment
- Providing communication support
- Make use of assistive technology
- Hire trainers to help the employee adapt
- Reassignment, among others
Undue hardship in reasonable accommodation
You are not required to make reasonable accommodation efforts that cause you undue hardships such as difficulty in execution or high costs. The Equal Employment Opportunities Commission, which enforces anti-discrimination rules, will generally look at the following aspects of a reasonable accommodation to determine whether it presents an undue hardship.
- The cost of the accommodation
- Disruption to your business that the accommodation is likely to cause
- Aspects of your business like the size, structure, and financial resources available
Protect your business interests
To avoid costly litigation or penalties for workplace discrimination, it is inm[oerant to ensure compliance with the law. Providing reasonable accommodation may be a place to start, but in the best interests of your business, you need to look at other legal requirements by which you are supposed to abide. Being compliant will not only save your business money, but it’s also good for your brand and your employees’ morale which is beneficial in the long run.