Reasonable Accommodation
Federal and state laws prohibit employers from discriminating against employees and recruits on the basis of their membership in a protected class. The antidiscrimination statutes also require employers to make reasonable accommodations for employees and recruits that help them perform their job tasks so long as doing so does not create an undue hardship for their employer.
Understanding the laws and knowing how to apply them to real- life work situations can be a challenge. Schneider Wallace Cottrell Konecky LLP has dealt with this important issue in numerous cases in our 25-year history. Our trial attorneys represent plaintiffs whose employers refuse to provide reasonable accommodations for their religion, disability, pregnancy or nursing.
Reasonable Accommodation of Disabilities
Under the Americans with Disabilities Act, the employer must make reasonable accommodations for workers with disabilities that do not create an undue hardship for the employer.
Examples of accommodations include:
- Altering the work station, desk or cubicle
- Relieving the worker of duties that are not integral to the position
- Creating a flexible schedule that does not unreasonably shift the burden to coworkers
- Putting a worker with a temporary disability on light duty
Reasonable Accommodation of Religion
Employers must make provisions for the practice and observance of their workers’ faith. This might include permitting a worker to:
- Take leave on religious holidays.
- Wear a headscarf.
- Wear a beard.
- Follow her or his moral faith.
Learn More about Reasonable Accommodations in the Workplace
Learn more about workplace discrimination and reasonable accommodations. Call Schneider Wallace to schedule an appointment in our California, Texas or Puerto Rico office. Our trial lawyers regularly appear in state and federal courts on issues involving discrimination in the workplace.