As an experienced Media Employment Attorney, I get questions all the time from clients about the Americans with Disabilities Act and reasonable accommodation for it. A lot of employers hear the term reasonable accommodation in the context of employees or applicants with a disability or a perceived disability and they wonder what that is. The ADA or Americans with Disabilities Act requires that an employer or potential employer provide a reasonable accommodation to an applicant or a current employee if that reasonable accommodation will enable the employee to perform his or her essential functions of the job. However, reasonable accommodations are not required if the employer can show that it would cause undue burden, expense, or other hardship in making the accommodation.
What is a reasonable accommodation? Reasonable accommodations can include providing specific devices or additional equipment that will assist the employee in performing his or her essential job functions. It may require restructuring the job to a certain extent, modifying work hours, providing part-time work, but ultimately the limit of the reasonable accommodation is measured by an undue burden or expense on the employer and, once again, ultimately cannot change the description of the job.
If you have any questions about reasonable accommodations under the American with Disabilities Act, please contact our Media Employment Attorneys for a case evaluation. Let our knowledge work for you.
This educational video was brought to you by experienced Employment Lawyer Paul Fellman. Our law firm proudly represents clients throughout Media, as well as Pennsylvania, the greater Philadelphia area, and New Jersey.
