There are many laws in place that could protect your rights as a disabled person. You probably also have some protection from the policies of your company. These rules generally apply to the workplace environment, the hiring process and many other aspects of employment.
One of the common concepts of these laws is the idea of reasonable accommodations. Please take a moment to read about an example set of rules that govern accommodations in Washington State small agencies.
An example of reasonable accommodation policy
RAs are modifications of your professional role or your work environment. Some examples from the small agency support guidebook include:
- Changing to a different schedule
- Switching to a different job with similar pay and status (if you have the necessary qualifications)
- Installing a power door or other equipment in the workplace
You might have to provide medical documentation of the disability, especially if it represented a cost to the employer. This would include statements of how your disability limits your work and how the accommodation would be effective.
The big picture of disability rights law
Many state laws and company policies on reasonable accommodation are similar to or expand upon Title I of the Americans with Disabilities Act of 1990. The ADA is a key federal civil rights law that applies to employers with 15 or more employees.
Both you and your employer have rights under the ADA. For example, even if you need an accommodation, there is a chance that your employer might not be able to afford it. However, if your employer is denying your requests unjustly, that might be a violation of your civil rights.