Everyone deserves the opportunity to find a job that provides them with an income and leaves them feeling fulfilled. However, not everyone is able to perform their job duties the same way everyone else does. Instead, many employees require reasonable accommodations in the workplace that allow them to do their jobs. What exactly is a reasonable accommodation and who qualifies for one?
Let Bantle & Levy explain more about reasonable accommodations and help you receive one if your employer has denied your request.
What is Considered a Reasonable Accommodation?
A reasonable accommodation is a modification that allows an employee to perform their job duties. This allows employees to have equal employment opportunities. If employees can perform the essential functions of a job with modifications to non-essential aspects, they may be able to maintain employment.
Employers can deny a request for a reasonable accommodation if it causes them undue hardship. If the reasonable accommodation requires substantial resources, is too disruptive, or fundamentally alters the nature or operation of the business, the employer may deem that it causes undue hardship. While one accommodation may cause undue hardship, if there’s an alternative that doesn’t, the employer must provide that one instead.
Accommodations for Disabilities
If you have a disability covered by the ADA, you have the right to request reasonable accommodations that allow you to do your job. There are various accommodations that employees with disabilities may require. Reasonable accommodations for disabilities can include flexible scheduling, job restructuring, assistive technologies, and accessible work areas.
Pregnancy and Childbirth Accommodations
The Pregnancy Discrimination Act, an amendment of Title VII, also gives employees the right to request reasonable accommodations related to pregnancy and childbirth. Some employees may also be covered by the ADA if they have a disability related to pregnancy and childbirth, such as diabetes. Pregnancy and childbirth accommodations can include light duty, additional breaks, and allowing employees to sit while they work.
While reasonable accommodations often refer to accommodations for employees with disabilities, employees may also require accommodations for religious reasons. Title VII includes refusing to accommodate an employee’s religion as a form of religious discrimination. Religious accommodation allows employees to practice their religion while performing their job duties. This can include schedule changes to accommodate religious observances and modifying dress code policies that prohibit an employee’s religious garb and grooming.
How Do You Request a Reasonable Accommodation?
Of course, you must make your employer aware of your need for a reasonable accommodation. However, employees do not need to use the phrase “reasonable accommodation.” While employees do not need to make their requests in writing, having a record of this request can be beneficial. Some employers may also have a specific form designated for accommodation requests. Employers may also request documentation of the disability before approving the request.
Get Fair Treatment at Work with Bantle & Levy
You shouldn’t feel held back in your career when a reasonable accommodation can make it possible for you to perform the essential functions of your job. If you’ve been denied a reasonable accommodation or believe you have been discriminated against in the workplace, find out how Bantle & Levy can help. We’ve represented many employees throughout New York City who have faced employment discrimination and can help protect you and your rights.
Contact us today to discuss your situation today.