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The ADA’s reasonable accommodation requirement

| Dec 3, 2020 | Employment Law |

As a business owner, you have a lot of laws to navigate. It can quickly become confusing and you might overlook something that could turn out to have massive ramifications. To prevent a dire outcome that affects your bottom line and your business’s reputation, you need to have a solid understanding of the law and how to use it to your benefit. This is especially true when you’re dealing with allegations of discrimination and navigating compliance with laws like the Americans with Disabilities Act (ADA).

The ADA’s reasonable accommodations requirement

Under the ADA, employers are required to provide reasonable accommodations to individuals with disabilities so that they can receive equal employment opportunities. These accommodations can take many forms, including restructuring a job, modifying a work schedule, providing certain equipment, and ensuring that facilities are accessible. While that might sound easy enough, requests for reasonable accommodation can actually become extensive and overwhelming. When this happens, you might find yourself wondering just how far you have to go to accommodate a job applicant or an employee.

The ADA’s restriction on undue hardship

Although the ADA requires reasonable accommodations for qualifying individuals, those accommodations don’t have to be made if they create an undue hardship on the employer. An undue hardship might exist if the accommodation is costly or if it affects the overall operations of the business. A court considering the matter might also look at the financial resources of your business to see just how financially onerous the request will be to fulfill. That being said, it’s a good idea to seek outside funding or ask the employee to pay for part of the accommodation to see if the cost can be made more manageable before outright denying the request.

Just risk approaching these issues on your own

There’s certainly a lot at stake in these employment law cases, which means one misstep could have a tremendous impact on you and your business. Fortunately, you can take the guesswork out of your employment law issues by discussing them with an experienced attorney.