In California workplaces, diversity and inclusion are integral components of company culture. One essential aspect of fostering inclusivity is providing reasonable accommodations for employees with disabilities. These accommodations ensure individuals with disabilities have an equal opportunity to thrive at work. It is also a business owner’s legal duty unless doing so would cause the employer an undue hardship.
Common reasonable accommodations include rearranging the workspace to make the space accessible for employees with disabilities, allowing an employee time off to see a medical professional, or permitting an assistive animal to the workplace. If your employer fails to give reasonable accommodations that do not cause undue hardship, speak with the leading employment lawyers at Blackstone Law for a free case assessment. You may be eligible to recover compensation for lost wages and other losses.
4 Reasonable Accommodations in the Workplace
Under the Americans with Disabilities Act (ADA), employers are legally mandated to provide reasonable accommodations to employees with disabilities. Accommodations are not special treatment; they simply allow for an equal work environment so all employees can do their best work.
Generally, accommodations are cheap and straightforward to implement. The following are four reasonable accommodations you should expect in the workplace if you have a disability in California:
1. Visual Communication Accommodations
A reasonable accommodation is defined case-by-case with a specific position in mind. Some examples of visual communication accommodation include the following:
- Providing written instructions
- Providing pictures and video instructions
- Email or text instructions so employees can use read-aloud tools
- Implementing visual reminders
- Providing checklists
- Providing presentation slide decks
- Utilizing a bulletin board
- Utilizing dry-erase boards or an equivalent tool
- Modifying supervisory methods, such as dividing complex tasks into smaller parts
- Providing closed captions or live transcription
Employers must engage in an “interactive process” when an employee requests reasonable accommodations or as soon as an employer becomes aware of a need for accommodation.
2. Language and Communication Accommodations
Providing language and communication accommodations can make a significant difference for employees. The following examples streamline the workday for those who struggle with language and communication in the workplace:
- Providing assistive aids such as qualified readers or sign language
- Providing braille materials
- Implementing daily or weekly huddles or meetings
- Providing agendas before meetings
- Implementing policies about background noise
To request a language or communication accommodation, consider submitting a written notice. A notice may include that you are disabled, how your disability interferes with essential job functions, and which accommodations are needed to perform your job.
3. Environmental Accommodations
Changes in the workplace environment can help many employees perform their best each day. The following are frequent environmental accommodations:
- Glasses for fluorescent or bright lights
- Noise-canceling headphones
- Ergonomic workstations that allow for sitting and standing
- Wheelchair accessibility in spaces such as meeting rooms, desk spaces, bathrooms
- Remote work options
- Purchasing or modifying equipment to accommodate medical conditions
- Allowing employees to have assistive animals in the workplace
Although employees may be required to provide documentation of their disability, they still have a right to privacy. If you choose to remain private about a condition, only managers, supervisors, or first aid personnel must have knowledge of the disability.
4. Structural Accommodations
Structural accommodations provide support for those with disabilities. The following are common examples:
- Permitting an employee to take time off for doctor’s appointments
- Flexible work schedules, including break times
- Restructuring the job description to eliminate non-essential functions
- Reassignment to a vacant position
You may be concerned about the consequences of disclosing a disability and requesting a reasonable accommodation. However, California and federal employment laws protect employees who request accommodations for their disability. Retaliation is illegal. Even if your request is denied, an employer may not retaliate or discriminate against you for requesting disability accommodation.
Speak With the Leading Employment Lawyers at Blackstone Law
Reasonable accommodations in the workplace are not just a legal requirement; they are essential for fostering an inclusive and diverse work environment. Employers who do not proactively address the needs of employees with disabilities can be legally liable for discrimination. The lawyers at Blackstone Law are prepared to hold employers accountable if they violate California or federal law.
If you suffered workplace retaliation or discrimination, speak with us today by calling (310) 956-4054 or filling out a contact form for a free case consultation.