Cherry Hill Disability Accommodations Lawyer
The Americans with Disabilities Act (ADA) requires employers to reasonably accommodate disabled workers so they can successfully perform their job duties. Unfortunately, many business owners allege that simple accommodations would be too expensive or complicated to implement, leaving disabled employees placed at a disadvantage.
If your boss failed to provide reasonable accommodations for your disability, you may want to speak with a tactful ADA violations attorney from our firm about your legal options. With help from a seasoned Cherry Hill disability accommodations lawyer, you should be able to compel your employer to follow ADA regulations and potentially seek recovery for other damages as well.
Defining “Reasonable Accommodations”
Companies with 15 or more employees are required by the ADA to provide reasonable accommodations to allow a disabled worker to perform job duties as any other employee would. The ADA defines “reasonable accommodations” as any adjustment or addition to the workplace that would not place “undue hardship” on the business.
Accommodations can take many different forms depending on an employee’s specific disability. For example, they can be as simple as modifying shift schedules so a disabled employee can attend weekly doctors’ appointments, or adding ramps and moving desks to allow an employee who uses a wheelchair to maneuver around an office.
Other circumstances may necessitate restructuring employee trainings, hiring readers or interpreters, providing additional unpaid leave within reason, and allowing an employee to transfer workplaces without penalty. If an employer claims that a reasonable accommodation is not feasible, a Cherry Hill attorney could help a disabled worker take appropriate legal action.
Taking Action to Pursue Accommodations
The first step to obtaining disability accommodations is identifying what functions of a job are truly essential. For example, some office jobs list the ability to lift up to 25 pounds as a required skill, but very few may actually require employees to do so.
The next step is demonstrating that a desired accommodation is both necessary for a disabled employee to perform job functions and that it would not be unreasonable for a company to implement. As the agency responsible for enforcing the ADA, the Defining “Reasonable Accommodations” (EEOC) establishes several criteria for determining whether an accommodation would be an “undue hardship,” including the monetary cost of implementing it, the size and resources of the business in question, and any funds already spent on other accommodations.
Finally, a disability accommodations lawyer in our area could help an employee impacted by ADA violations seek appropriate recompense from their employer. In many cases, the only remedy sought is the implementation of the requested accommodation(s), but other cases could demand job reinstatement, compensation for lost wages, and more.
Get in Touch with a Cherry Hill Disability Accommodations Attorney Today
In addition to banning overtly discriminatory hiring practices and terminations, the ADA also establishes what companies must do to enable disabled individuals to work safely and effectively. Any failure to do so may constitute an ADA violation, which could serve as grounds for legal action.
A Cherry Hill disability accommodations lawyer could walk you through your options for seeking fair treatment from your employer. Call our team today to schedule an initial consultation.