Columbus Reasonable Accommodation Attorney

Employees who qualify under the Americans with Disabilities Act (ADA) have the right to request reasonable accommodations from their employers. Reasonable accommodations are modifications that are made during the hiring process or for employees to give them equal employment opportunities.

And while federal and state laws afford disabled employees protection and the right to request reasonable accommodation, there can be cases where you face resistance from an employer or even discrimination in relation to a request. In situations where you believe you are facing disability discrimination because you requested reasonable accommodation, reach out to an ADA accommodations lawyer in Columbus, Ohio.

Here at The Friedmann Firm, our team of Columbus reasonable accommodation attorneys are here to help ensure that your rights are not being violated and to offer legal representation. Your employer is required by law to work with you to figure out what reasonable accommodation you may need. If they fail to do so or retaliate against you for seeking out accommodation, you may have grounds to seek damages from your employer.

If we take your case on, you will receive aggressive legal representation from our skilled team of lawyers for employees in Columbus, Ohio. We work to hold employers accountable and to protect your rights as an employee.

What Are Reasonable Accommodations?

As defined on the U.S. Office of Disability Employment Policy’s site, a reasonable accommodation is a “modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.” Such modifications will enable a disabled individual to have equal opportunity during the hiring process to obtain a role and to perform in that role successfully to the same extent as individuals who do not have disabilities.

The ADA requires reasonable accommodations within the following three areas of employment:

  1. Providing equal opportunity during the initial application and hiring process
  2. Enabling an individual with a disability to carry out essential functions of their role
  3. Enabling an employee with a disability to receive and enjoy the equal benefits and privileges that come with employment

Under federal law, employers are required to provide reasonable accommodations to qualified job applicants or employees with disabilities. The only exception is if an employer can prove that accommodation would be an undue hardship – i.e., that an accommodation would be very difficult to provide or be a significant expense.

Types of Reasonable Accommodations

There are a range of different reasonable accommodations that an individual may ask for during the job application process or once employed. Some common types of reasonable accommodations include:

  • Job restructuring: This includes adjusting how and when job functions are performed or redistributing certain job functions to other employees.
  • Modified workplace policies: Sometimes a disabled employee may need a workplace policy to be modified. For example, telework-related policies could be adjusted to allow an employee to work from home more often to meet their reasonable accommodation request.
  • Schedule adjustments: An employee might request that modifications be made to their schedule. Such adjustments can include changing shifts, adjusting start and end times, changing when certain job functions are performed, and even changing from a full-time schedule to a part-time schedule.
  • Accessible communication: Employees or potential hires may request accessible communication be made available to them, such as a sign language interpreter or for documents to be provided in large print.
  • Physical changes: Reasonable accommodation requests may be made for physical changes to an office area or a workplace as a whole, such as adding in a ramp for wheelchair accessibility

Reasonable accommodation, such as those listed above, can be requested by any qualified individual with a disability under the ADA. To be qualified, an individual must:

  • Be able to perform the functions that are essential to their role, with or without reasonable accommodation.
  • Satisfy any job requirements for a role such as employment experience, skills, educational background, and any other qualifications listed.

As previously stated, employers are required to provide or make reasonable accommodations for applicants or employees with a disability if the accommodation does not pose an undue hardship.

If you have made a reasonable accommodation request of an employer and they have not acknowledged it or you believe an employer may be discriminating against you for a request, please reach out to our reasonable accommodations lawyers for employees in Columbus, Ohio.

We can look over your case and answer any questions you may have about requesting reasonable accommodation.

Contact an ADA Accommodations Lawyer in Columbus, Ohio

If you are facing issues with a reasonable accommodation request or you have been retaliated against for asking for accommodation, contact our law firm today. One of our Columbus reasonable accommodation attorneys will analyze the details of your case and work to determine what next steps you may be able to take.

We work with employees throughout Ohio regularly to protect their rights in the workplace and we are ready to help. To schedule a free consultation with The Friedmann Firm today, please reach out over the phone at 614-610-9755 or through our online contact form.

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