Negotiating A Reasonable Accommodation
There are examples of workers needing an accommodation at work in order to perform their job, and Ohio workers have a right to reasonable accommodations to perform their job despite a disability. Job changes and assistance are protected under the Americans with Disabilities Act (ADA).
If you are a qualified employee, which means you have the experience and education for the position, who is disabled, you could be legally entitled to reasonable accommodations. Workplaces who do not want to make accommodations have an obligation to prove that making the change would cause them undue hardship. Talk to a Columbus employment attorney to learn more.
Examples of Past Job Accommodations
Many wonder what qualifies for a reasonable accommodation at their Ohio workplace. In short, it means anything that makes it possible for a disabled worker to do their job effectively without creating an undue hardship for that person’s employer. Organizational size and how the work is accomplished is taken into account when determining if there is an undue hardship as a result of an accommodation.
Some reasonable accommodations that have been put in place in the past include the following:
- Modifications to existing workstations, including screen magnifiers, adjusting the size or height of office equipment, and installing communication enhancements.
- Job and shift changes, from adjusting schedules for medical appointments to allowing flexible scheduling.
- Skill tests have been modified, such as giving a person more time or providing the exam in another format. This could also be true for training days.
- Time off supplied for medical needs and treatments, or transferring an employee so they are closer to their medical provider.
- Hiring staff or temporary assistants to support the needs of disabled employees.
While these are past accommodations, there is no set list. If an employer thinks of something that could assist an employee, that could fall into a reasonable accommodation provided it is not overwhelmingly difficult for the company to absorb the cost.
You Have Rights
An attorney can help you determine if you have a right to a reasonable accommodation. They can also assess the past behavior of your employer to see if there has been a history of denying employees their rights under the ADA. Share any documentation you have with your lawyer so they can get a full understanding of the situation. This could include potential accommodation ideas you have shared with your supervisor.
Once a Columbus employment attorney has analyzed your case, they can strategize the best path forward. An attorney can successfully argue why the accommodation is needed in order for you to perform your job. They can also point to the cost of the accommodation and the impact that would have on the finances of a company.
Do you believe you have a right to a reasonable accommodation but have been denied by your Ohio employer? Contact the lawyers at Coffman Legal LLC today. We are strong and committed advocates for all Ohio workers and use our experience and knowledge to help you. Call 614-949-1181 for a free and confidential consultation.