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Workplace disability discrimination and reasonable accommodation

The Americans with Disabilities Act is in place to prevent discrimination against disabled people in the workplace.

Despite the fact that Congress passed this act in 1990, disability discrimination still remains a problem throughout the United States. This isn't to say that every company is partaking in this form of discrimination. But some employers display this behavior.

The Americans with Disabilities Act applies to all employer and employee interaction, including the application process, hiring, training, promotion, pay and benefits and termination.

If an employee is considered disabled under the Americans with Disabilities Act, the employer is required by law to make a reasonable accommodation for this person. For example, they may need to make a physical change to the workplace to accommodate the individual. Along with this, other common accommodations include:

-- Restructuring job responsibilities so that the disabled worker can better perform each one.

-- Allow the employee to take additional time off for medical treatment.

-- Moving the employee to a vacant position that better suits their needs.

-- Modifying the person's work schedule as to better accommodate the disability.

In an overall sense, a reasonable accommodation is nothing more than a change that allows a disabled worker to perform the same job as somebody who does not have a disability.

Although most employers are happy to provide disabled workers with the assistance they require, this does not hold true across the board.

If you or a loved one has been the victim of disability discrimination, you should learn more about reasonable accommodation and whether your current or former employer violated the Americans with Disabilities Act.

Source: FindLaw, "Disability Discrimination and the Law," accessed Jan. 09, 2017

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