Some accommodations requests aren’t directly related to the disabled employee’s job functions.
Typically, accommodations allow the employee to do her job—that is, perform its essential functions—but that’s not true of others. Take, for example, simple accommodations like changing arrival and departure times so a disabled employee can take a specific bus or providing a reserved parking spot next to the entrance. Such adjustments don’t directly affect the employee’s ability to do her job.
Those accommodations fall within the scope of the ADA. Changes that allow a disabled employee to access the workplace are reasonable accommodations.
Recent case: Pauline was working as an assistant state’s attorney when she developed arthritis in her knee. She informed the state that she needed an accommodation of a free parking spot close to the employee entrance.
While the state didn’t dispute that Pauline was disabled, it refused to accomm...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- You can fire high performers just because of poor attitude
- State Pays Out Nearly $4 Million After Firing at-Will Employee
- Forcing older staff to take exams singles you out for a lawsuit
- Hunch about societal racism isn't enough to make bias case