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7 examples of reasonable accommodations

On Behalf of | Jul 21, 2023 | Workplace Discrimination

Work is hard, especially when suffering from limiting health conditions or disabilities. An individual could qualify for a job but find specific aspects challenging. In these situations, persons with disabilities could request reasonable accommodations to help alleviate unnecessary hardships of the job.

A person with a qualified disability can seek accommodations, helping them do and accomplish their essential work functions. These changes may not be drastic, but they are enough to help improve work conditions or provide flexibility to perform better as an employee. Persons with disabilities could ask for the following:

  • Asking for help when filling out forms and documents
  • Requesting for a trainer or coach to help transition into the job
  • Receiving additional training or resources to learn more about essential tasks
  • Schedule adjustments as needed
  • Delegating unnecessary tasks to other employees who are more able to do them
  • Asking for equipment to improve accessibility in the workplace
  • Moving workstations to positions that provide more comfort or ease while working

Reasonable accommodations could be elaborate or simple. Still, their approval could depend on the employer’s resources and the request’s basis.

Refusal could be a form of discrimination

If an employer refuses a reasonable accommodation request, it could be a form of discrimination. Employees who faced denial could contact the U.S. Equal Employment Opportunity Commission (EEOC) or the Ohio Civil Rights Commission (OCRC) for further action. However, these options could have stringent deadlines, necessitating employees to do so immediately.

Exercising employee rights

The law protects employees’ rights to request reasonable accommodations and take legal action if necessary. However, the outcome could still depend on whether the request is valid and whether the business can bear any accompanying costs. Nevertheless, collaborations between employees and employers could help establish an agreeable accommodation beneficial to both parties.