What counts as a reasonable accommodation?

The purpose of a reasonable accommodation is to help an employee with a disability perform the essential functions of their job. A reasonable accommodation typically refers to a change in job duties or work environment.

Accommodations can take many different forms depending on the nature of the employee’s disability and their job requirements. There is no limit on what accommodations an employer can provide, as long as they are within reason. The following are some examples of reasonable accommodations:

  • Providing leave for medical care, including extended medical leave even if the employee’s FMLA is used up
  • Making a worksite wheelchair accessible
  • Allowing time off to attend doctor appointments
  • Purchasing special equipment
  • Restructuring job duties
  • Modifying work schedules
  • Providing aids such as wheelchair ramps or special software

Many California employees with disabilities have the legal right to request reasonable accommodations that allow them to continue working. Employers are required to provide accommodations unless doing so would result in undue hardship such as excessive costs or disruption. Whether an accommodation is reasonable or not depends on many factors including the size and resources of the employer.

If your employer has refused your request for reasonable accommodations for your disability, contact an experienced San Francisco employment law attorney. You may have a legal claim for disability discrimination.

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