Reasonable Accommodations at Work

Workplace equality is not just an ideal, but it is a legal right. Reasonable accommodation laws ensure that employees with disabilities can perform their jobs without facing unnecessary barriers. Denying these accommodations is not only unjust, but it is illegal under both California and federal law. For employees with disabilities, these protections are essential to maintaining dignity, health, and professional success.

What are Reasonable Accommodations at Work

Reasonable accommodation refers to adjustments or modifications that employers must provide to enable employees with disabilities to fully participate in the workplace. These accommodations are legally required and aim to create an inclusive environment. Key elements include:

• Modified Work Schedules: Flexible hours or additional breaks for medical needs.
• Assistive Technology: Tools like screen readers, hearing aids, or ergonomic equipment.
• Job Adjustments: Reassigning non-essential tasks or providing extra support.
• Physical Changes: Installing ramps, adjusting workstations, or enhancing accessibility.

These adjustments are not optional, they are mandated by law to ensure equal opportunities.

Examples of Reasonable Accommodations at Work

Reasonable accommodations vary based on individual needs and job requirements. Common examples include:

• Flexible Scheduling: Allowing time for medical appointments or rest.
• Workplace Tools: Providing software or devices to assist with tasks.
• Policy Adjustments: Permitting service animals or modifying dress codes.
• Environmental Changes: Relocating a workspace or improving lighting.

Each accommodation is tailored to remove barriers and promote success.

Laws Protecting Your Rights at Work

Federal Protections

• Americans with Disabilities Act (ADA): Applies to employers with 15 or more employees. It prohibits disability discrimination and requires accommodations unless they cause “undue hardship” to the employer.

California Protections

• Fair Employment and Housing Act (FEHA): Covers employers with 5 or more employees. It includes temporary disabilities and mandates a good-faith interactive process to identify accommodations, with a stricter standard for “undue hardship.”

California’s FEHA provides stronger safeguards, ensuring more employees are protected.

How to Protect Yourself if You Experience Reasonable Accommodation Violations at Work

If you need a reasonable accommodation, follow these steps to secure your rights:

1. Submit a Clear Request: State your disability and the specific accommodation needed, preferably in writing.
2. Provide Documentation: Offer medical evidence if requested by your employer.
3. Engage in the Interactive Process: Collaborate with your employer to find a workable solution.
4. Document Every Detail: Note dates, times, and specifics of requests, responses, and any denials. Retain emails, texts, Slack or Teams messages, or reviews. It is critical that you not only document everything but also keep a copy of everything for yourself. Save a copy of everything for yourself. If you use a work email, upon termination or constructive discharge, you will be immediately locked out of the system. So, it is important you have a copy of everything saved in real time. Do not wait until it is too late.
5. Identify Witnesses: Ask coworkers if they observed or experienced similar treatment.
6. Consult an Attorney: Consult a California employment lawyer to evaluate your options and build a case.

Time is critical, missing deadlines can weaken your claim.

Act Now to Secure Your Rights

Given the deadlines to bring these claims, it is important to act fast. California law provides powerful protections, and an experienced attorney can help you take action. Staggs Law is committed to protecting employee rights across California.

This is not legal advice and does not create an attorney-client relationship.