Do you have a physical or mental disability that prevents you from effectively performing essential functions of your job? It could be a visual impairment that makes it difficult to read important documents or mobility limitations that prevent you from accessing certain areas of the workplace.
If it’s the case, your employer cannot demote or let you go simply because of your disability. It is against the law, more specifically the Americans with Disabilities Act, which advocates for equality and prohibits any form of discrimination in the workplace.
Instead, the law requires your employer to provide reasonable accommodation for your disability by making any appropriate adjustments or modifications to help you overcome the barriers you face.
Common examples of reasonable accommodation
Any changes to the work environment or the way things are done at the workplace to enable disabled employees to enjoy equal employment opportunities can be considered a reasonable accommodation.
While it all depends on the individual needs of an employee’s disability, common examples of reasonable accommodation include:
- Making physical modifications like ramps and accessible parking to address mobility limitations
- Using assistive technology such as screen readers for the visually impaired
- Flexible work arrangements
- Job restructuring
- Training and support programs
- Accommodating restrictions from doctors such as lifting, standing or repetitive motions
It is worth mentioning that employers are not legally obligated to provide reasonable accommodation if they would endure undue hardship like excessive costs or disruptions.
Protect your rights and interests
If you face retaliation for requesting a reasonable accommodation or if your employer turns down your request without a valid reason, it helps to learn more about your legal rights and options. No one should experience discrimination in the workplace, and taking the proper steps can help safeguard your interests as an affected employee.