Holding employers responsible for reasonable accommodations

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Posted by Legal Team On September 18, 2015

If you are a disabled individual, you have likely heard the phrase reasonable accommodation in regards to your right to work. There are federal and California state laws in place that are designed to ensure that disabled individuals are still able to work and become productive members of society. The laws do this in various ways, one of which is prohibiting companies from discriminating in their hiring practices. Another way is by ensuring that companies allow their employees to perform the functions of their jobs.

Many job postings list the physical requirements of performing a job, but for some jobs or companies, disabled individuals could perform the work if only some minor accommodations were made. For example, if a business has no ramps, then it will be impossible for an individual in a wheelchair to get into the building. However, there may be many jobs within the building that individuals in wheelchairs could perform if only they could get in. In this instance, the construction of ramps might be considered a reasonable accommodation that an employer could make in order to offer employment to a disabled individual.

If an employer does not make a reasonable accommodation, then the disabled individual who was unable to work could file a discrimination lawsuit against the company. There are many things that could qualify as failure to accommodate, including allowance for medical appointments or flexible work hours.

However, it is important to remember that there are some accommodations that may not be considered reasonable, and thus employers would not have to make them. If you believe that your right to work has been limited by an employer’s failure to accommodate, visit our Web page to learn more about what accommodations are considered reasonable. While there, you can learn how we can help you with a disability discrimination claim in California.