In my experience, most reasonable accommodation requests are easy.
You can also call their experts to discuss your specific situation.
If you end up with a challenging request where an employee is being uncooperative or making unreasonable demands, it is a good idea to contact a labor attorney before denying a request or taking adverse action.
Although the EEOC prohibits discrimination based on disability, some employers are still hesitant to hire disabled employees because of concerns about accommodating them in the workplace.
In reality, the reasonable accommodation process is generally not difficult.
It is a great opportunity for your managers to ask all their questions, so they become comfortable with the process.
As an added bonus, I have also received some really good job seeker referrals from agencies that help disabled workers find jobs.
Document the conversations you have and how you met the request for reasonable accommodation.
Reasonable accommodations may include things like worksite accessibility, modifying someone’s work schedule, providing leave, restructuring a job or providing special equipment.
When an employee makes a request, give them the accommodation forms, which they will take to their health care practitioner to complete.
Once the employee brings the forms back, you will have information on what type of accommodation they need. Think of it as a conversation between you and the employee in order to come to an agreement about a reasonable accommodation.
Employers have an obligation to do everything they can in order to accommodate a disability to the point of undue hardship.