White Paper published by The HR Specialist
The Americans with Disabilities Act (ADA) isn't an open-ended demand that employers do whatever is necessary to accommodate workers with disabilities. The law requires employers to make "reasonable" accommodations to allow a disabled worker to perform the essential functions of his job.
The key question: What is considered "reasonable"?
Two important terms to understand are "proportionality" and "undue hardship." These concepts serve to limit the scope of accommodation.
Clearly, any accommodation that bankrupts your company is unreasonable. Employers should measure costs versus benefits in assessing the merits of an accommodation request. For example, one court required an employer to remodel all bathrooms for wheelchair access, while another rejected a paraplegic worker's request that her employer lower a sink and counter in the office kitchen.
Proportionali...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Small Business Tax Deduction Strategies
- 14 Tips on Business Etiquette
- Health & safety: Understanding North Carolina's OSHA law
- What laws apply in foreign workplaces?
- Can your practices withstand EEOC scrutiny? Use its standards to check hiring bias
- Shoot for dismissal if employee's harassment case is based on only one comment