You may have heard the advice to leave your personal life at the door when you enter the workplace. But certain things may be a part of who you are, which makes it almost impossible to ignore or hide while at work. This is when a reasonable accommodation from your employer may be necessary. Read on to discover examples of reasonable accommodations in the workplace and how one of the experienced New Jersey employment lawyers at The Vigilante Law Firm, P.C. can work to ensure your needs are met.
What are examples of reasonable accommodations in the workplace?
By definition, reasonable accommodations are any changes or adjustments to a job or workplace, such as the job application process, the performance of essential job functions, and the overall enjoyment of employment benefits and privileges. Such changes or adjustments should permit qualified applicants or employees with disabilities to participate in their jobs or workplaces equally to other applicants or employees without disabilities. More specific examples of how applicants and employees with disabilities should be accommodated in the workplace are as follows:
- Employers should allow service animals in the building for those who require one to navigate.
- Employers should designate parking spots close to the building for those who cannot walk long distances.
- Employers should offer alternate formats to the job function or job feedback for those who process information differently.
- Employers should implement new software or equipment for those who experience visibility or mobility issues with their current gear.
- Employers should allow reassignments to vacant positions for those who can no longer perform the essential functions of their current post.
What do I need to do to petition for an accommodation?
To petition for a reasonable accommodation, you must first officially disclose your disability to your employer and your workplace’s Human Resources department. Here, you must explain how your disability affects your ability to perform your essential job function, reap the benefits or privileges of your employment, or otherwise. Then, you must ask about their formal process for implementing an accommodation in the workplace.
Your employer’s formal process may require you to collect and submit relevant medical records, statements from your treating medical professionals, and the like. This is especially likely if your disability is not necessarily visible. All the while, you should document dates, actions taken, adjustments made, and communications exchanged. This may ensure that your rights to a reasonable accommodation are being respected. And if not, this may ensure that you have enough evidence for your future legal claim against your employer.
You may rest easier knowing that one of the competent New Jersey employment lawyers can serve as the support system you need during this difficult time. So please call us at The Vigilante Law Firm, P.C. today.
