You’ve run a successful company for some time now. Much of this success is due to your hard work, but you also owe a lot to your workforce. Your employees come from various walks of life, and you’re proud of this fact.
There are numerous labor laws in place that prevent employees from facing discrimination based on protected characteristics, with one of these characteristics being disability. You are required by law to make reasonable accommodations for disabled workers. What does this mean? Let’s look at a couple of common examples.
Accommodations for workers with visual impairments
There are millions of people in America with visual impairments. Some of these are more serious than others. A visual impairment does not necessarily mean that workers cannot carry out tasks to a high standard, but they may need reasonable accommodations. For instance, you could include braille systems on your networks, handbooks and documentation. Additionally, if a visually impaired employee requires a service dog, this should not be prevented.
An accessible workplace
Some individuals have issues with physical mobility. Again, this does not necessarily mean they cannot do their job well. These days, there are few reasons why workplaces cannot be completely accessible to disabled workers. This includes providing parking spaces, secure entrances to the building, accessible facilities within the building and suitable work stations.
An accommodation only becomes unreasonable if it seriously threatens the financial health of your company or the safety of others. If you’re facing accusations of discrimination, this is a serious matter. However, if these are unjustified, having legal guidance behind you will help to set the record straight.