Accommodation Support

Many statutes include an obligation to provide reasonable accommodations that will assist employees in doing their jobs. This means that employers need to know how to correctly assess and respond to requests for accommodation. Knowing how to handle a request for accommodation correctly and arrive at a legally compliant resolution can make all the difference in managing the situation in a constructive way that generates goodwill and productivity, or, instead, having things go off the rails and create conflict, disruption, and legal claims. We also educate employers in understanding how to identify situations where an accommodation cannot be supplied or is not required.

 

Accommodation obligations exist with respect to religion, disability, lactation for new mothers, and pregnancy, childbirth, and related medical conditions covered by the Pregnant Workers Fairness Act. The standards are not the same across these laws.

 

We will explain your obligations, help you assess the proper course of action based on your specific circumstances, and help walk you through the interactive process critical to arriving at a solid, reasonable resolution. We will also help you understand how your accommodation obligations fit with the imperatives of other laws, such as Title VII, workers’ compensation laws, and the federal Family and Medical Leave Act.