Reasonable Accommodations for Employees with Disabilities

The Americans with Disabilities Act stipulates that employers must make reasonable accommodations for employees with disabilities. While the passage of this act was an important step toward equality, it leaves the term “reasonable” ambiguous, freely interpreted by employers across America. While there is no straight line dividing reasonable from unreasonable, some examples may help illustrate the difference.

If you have been discriminated against based on a disability, or your employer has failed to reasonably accommodate your disability, you may be eligible to receive compensation. Contact the San Antonio disability defense attorneys of Melton & Kumler, LLP. Call us today at 800-681-6932 to receive a free initial consultation.

Reasonable versus Unreasonable

A reasonable accommodation may be to provide a disabled worker with equipment that is specifically altered to meet their needs. For example, for someone with hearing disabilities, an employer may provide them with a TTY device for their office. Additional examples may include widening walkways for a handicapped employee.

Unreasonable accommodations may be to require an employer to install an elevator for a disabled employee to access the 3rd floor. If the building is old enough to be “grandfathered in” and not required to have an elevator, this may considered an unreasonable accommodation for an employer. Any accommodation that would cost and employer undue hardship may be considered “unreasonable.”

Contact Us

Due to the ambiguous wording of the ADA, you may need to consult a San Antonio employment lawyer of Melton & Kumler, LLP to determine whether or not your employer is providing you with reasonable accommodations. Contact us today at 800-681-6932 for a free case evaluation.