Start Accommodating people with disabilities in the workplace

Accommodating people with disabilities in the workplace

Also, sometimes the burden of arranging for accommodations falls upon the employee.” (Virginia Atkinson, Access and Inclusion Specialist, International Foundation for Electoral Systems United States) Article 27- Work and Employment “1.

The ADA Amendments Act emphasizes that the definition of disability "should be interpreted broadly." The Act directs the EEOC to revise the portion of its regulation defining the term "substantially limits." The Act also expands the definition of "major life activities" to include: In determining whether one has a disability, mitigating measures (if you are able to use medication to eliminate the limitations of your medical condition, or successfully use a prosthetic, hearing aid, glasses, or other assistive device) other than "ordinary eyeglasses or contact lenses" will not be considered.

How will the disability definition be interpreted under the law? While the discussion below will focus on the ADA Amendments Act, you should check the law in your state and/or consult with a local attorney to see whether your state law provides additional protection.

In determining the type of reasonable accommodation required for an applicant or employee, the employer need not provide the best accommodation available, or the accommodation specifically requested by the individual with the handicap.

Rather, the employer must provide an accommodation (at its own expense) that is effective for its purpose.

Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Unless a handicap and the need for accommodation is known to the employer, it is the responsibility of the individual to inform the employer that an accommodation is needed.