Over the years, employment law has undergone gradual changes to protect workers of certain statuses. Disabled employees, for example, gained more rights in the workplace while enjoying much fewer stigmatizing behaviors. Soon, employers in California and elsewhere began to understand the value disabled employees add to the work environment. As such, employers began making their environments accessible to those with disabilities.
Providing improved accessibility for all workers is wise, but did you know that it is also a law? In California, employers with at least five workers must make reasonable accommodations for disabled employees. Failure to do so could lead to accusations of workplace discrimination, which could harm your business and lead to litigation.
What are some examples of reasonable accommodations?
Unfortunately, it is impossible to predict what accommodations are required on a large scale. In other words, lawmakers cannot know what accommodations every disabled worker needs in every work environment.
As such, the law gives employers a little room to work it out as needed for their businesses. If it does not cause employers undue hardships, they must accommodate these employees. Examples of reasonable accommodations include:
- Changing workers’ job duties
- Relocating employee work environments
- Giving workers leave for medical care
- Adjusting work schedules
- Providing workers with assistive technology
These are just a few examples provided by the California Department of Fair Employment and Housing. It is wise to continue learning as much as you can about making reasonable accommodations if you have disabled employees on your staff.
In most cases, you can find valuable guidance by seeking a legal opinion. Taking this step allows you to discuss your business, your workers and your work environment with someone who understands employment law in your area. In the end, you will benefit from having skilled workers on your staff who value your efforts to accommodate them.