When a worker has a disability, employers are required to make reasonable accommodations to allow that employee to continue performing their job. Discriminating on the basis of disability is illegal because disability is a protected class, along with things like religion, race, gender or age.
But what does a reasonable accommodation actually look like? The key is that it does not create an undue hardship for the business owner. A reasonable change is something practical and affordable that can be implemented to allow an employee to work effectively. Technically, these changes may cost the business some money, but not to the extent that it becomes a significant financial hardship.
An employee in a wheelchair
For example, consider an employee who suffers a spinal cord injury and now uses a wheelchair. The injury does not affect their cognitive abilities, and they already worked at a desk-based position—perhaps in a library, where they helped patrons check out books or researched records on a computer.
A reasonable accommodation in this situation could be installing a lower desk that provides space for a wheelchair. The employee is still capable of performing their job just as well as before, but they need this one modification to do so. The workplace should already comply with the Americans with Disabilities Act (ADA) in other ways, such as having wheelchair-accessible restrooms and a ramp or elevator to make the building itself accessible.
Naturally, disputes sometimes arise between employers and employees over what qualifies as “reasonable” and what accommodations are necessary. It is important for both sides to understand their legal rights and obligations in these cases.