Best Practices for All Sides to Comply with for ADA Requirements in the Workplace

It is important for workers with disabilities to know that they have a right to reasonable accommodations to perform their duties while on the job. Disabled individuals should not be subjected to harassment or retaliation because of their disability, whether it has been a lifelong condition or a new development.

Reasonable accommodations may include assisting disabled individuals with special equipment or modified work schedules, and making the work environment accessible for their disability. Employers of all types with 15 or more employees are required to meet the mandates of the Americans with Disabilities Act. Reasonable accommodations should generally be made unless it would cause an undue hardship on the employer.

Employers should know that it is often illegal to unfavorably treat a person with disabilities by modifying their pay or benefits, or using their condition to discharge, demote, or reassign their job. When discrimination is avoided and reasonable accommodation requests are handled well, liability for ADA claims can usually be avoided. Often the best practice for an employer is to sit down with an employee and make sure to understand their limitations.

ADA requirements can be complicated. If you are an employer, it is highly recommended you consult with a skilled Austin disability discrimination lawyer or Austin employment attorney to create and review policies as well as conduct investigations when a complaint has occurred. If you are an employee who may have been subjected to disability discrimination, it is also very important to speak with a knowledgeable Austin employment attorney before going to the EEOC or TWC. Having an experienced attorney on your side will help when the EEOC, Department of Labor, or TWC is reviewing a complaint. To learn more, contact Austin disability discrimination attorney, Austin employment lawyer and Austin business attorney, Gregory D. Jordan at (512) 419-0684.