The ADA prohibits discrimination against qualified individuals who have disabilities. Once an employer becomes aware of an employee’s disability, the ADA requires it to provide a reasonable accommodation to enable the employee to perform the essential functions of her job.
While the types of reasonable accommodations required can vary greatly depending on the employee’s medical condition and the particular job, it was not until recently that a court found that permitting an employee to work in natural light might be a reasonable accommodation.
A SAD case
In Ekstrand v. School District of Somerset (No. 09-1853, 7th Cir., 2009), the 7th Circuit Court of Appeals found that a Wisconsin school district may have violated the ADA by not granting a teacher’s request for a classroom with natural light. (See “When employee suggests cheap accommodations, it’s worth your while to consider agreeing.”)
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