Tag Archives: Reasonable Accommodation

Employers Are Allowed to Choose Alternative Reasonable Accommodations if Effective

Reasonable
Employers generally understand their obligation to provide a reasonable accommodation to qualified individuals with disabilities as required under the Americans with Disabilities Act (ADA), as well as a number of state and local laws. A recent federal court case reminds employers that they may choose among reasonable accommodations and that as long as the selected … Continue reading this entry

New York City Mandates Cooperative Dialogue for Accommodation Requests

New York
New York City maintains some of the most expansive and comprehensive human rights laws in the nation. Two new amendments to the city’s laws, which address the process that employers (and other covered entities, such as public and housing accommodations) must use to evaluate reasonable accommodation requests from individuals with disabilities, add to the city’s … Continue reading this entry

The Sliding Scale of Reasonable Accommodations

Consent
We have previously discussed how to protect against religious discrimination claims and best practices when addressing requests for religious accommodations. A recent decision from the U.S. Court of Appeals for the Tenth Circuit (covering Oklahoma, Kansas, New Mexico, Colorado, Wyoming, and Utah) reminds employers that the offered religious accommodation truly has to be “reasonable,” and … Continue reading this entry

No Coach Necessary for Potty-Mouth Employee

As we have recently noted, and as many employers have probably bemoaned a time or two, sometimes it feels like the legal concept of “reasonable accommodation” has little to do with real-world notions of what is reasonable, particularly when courts are telling employees they might have to allow admitted employee theft as such an accommodation. … Continue reading this entry

Does “Reasonable Accommodation” Have Nothing to Do With “Essential Job Functions”?

Since the original passage of the Americans With Disabilities Act (“ADA”) in 1990, employers have come to know that they generally have an obligation to reasonably accommodate a qualified individual with a disability, presumably to enable him or her to perform the essential functions of the job. Indeed, with the more recent 2008 passage of … Continue reading this entry