Disabilities at WORK: Reasonable Accommodations under ADA
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- Опубликовано: 17 сен 2024
- Learn about reasonable accommodations for employees with disabilities at work and the essential steps every HR professional must know to comply with the Americans with Disabilities Act. This video explains workplace accommodations and the ADA of 1990 in simple terms including the key points essential for HR professionals to understand when addressing employee accommodation requests under the ADA, emphasizing legal compliance, the interactive process, undue hardship, and potential consequences of non-compliance.
That was a great video! I have questions because I have COPD and am curious if or how that falls under this. Will any future videos discuss things like this in particular?
Thank you again
Absolutely! If you have COPD and it significantly impacts major life activities like breathing, you are considered to have a disability under the ADA. This means you are entitled to protection against discrimination and can request reasonable accommodations to assist you in performing your job duties as long as your employer is covered by the ADA.
These accommodations could include adjustments to the work environment, flexible scheduling, or providing assistive devices to help manage breathing difficulties.
If you believe you may need accommodations due to your COPD, I recommend reaching out to your manager or HR department. Although you aren’t required to have it in writing, I do believe that is a best practice. This should open a dialogue to discuss your specific needs and explore the reasonable accommodations available to you. Your employer should work with you to find solutions that enable you to perform your job effectively while managing your condition.
Thank you so much! It's nice to know there are some protections. I appreciate you quick and full answer to my question!
I have COPD as well and it sucks trust me and I also have MDD as well and a learning disability and low vision in my left eye
Thanks for sharing! How has your experiences at work been, does your employer accommodate your needs?
I just found your channel. Great information. Subscribed. I telecommute but large group meetings trigger sensory issues. Can HR/my boss update job essential functions at will once someone has previously gotten approved accommodations, but have to re certify under the updated job description? Can they change essential functions without notifying the person of the change? My accommodations have been denied using the updated essential functions. I have social anxiety disorder, anxiety, ocd and autism.
Thanks for subscribing! How often do they expect you to join large group meetings? They should have notified you of the change in essential functions. However, no matter if they changed the essential functions or not, they are required to provide a reasonable accommodation under ADA. If joining large group meetings is an essential function and you need an accommodation due to your disability, they must discuss what type of accommodation would work for you. If they can’t prove that an accommodation would constitute an undue hardship on the company, they MUST accommodate you.
@@thehrhotspot Hi, thank you for your reply! They’re allowing me to step away as needed, but they originally approved that I was not required to present or facilitate the meeting. Now I’m being required to attend all meetings and present on a rotational basis with teammates. I expressed my embarrassment if I have to step away while facilitating, it would draw attention to my disability. Was told that I would have to work with my therapist to help with my issues. But it was approved for 10 months before. I really appreciate your advice! 💛
@@thehrhotspot There’s a new HR person that doesn’t want to help. Should I try and appeal this decision? I look forward to more in depth videos! Thanks!
I would appeal the decision. An employer may switch the marginal functions of two (or more) employees in order to restructure a job as a reasonable accommodation according to the EEOC. If you are presenting with teammates, is it really causing an undo hardship on the company for you to not present? If they have been able to accommodate previously, what constituted a change? They can change the requirements or essential functions but not just because they no longer want to accommodate your disability.