Employers now face more significant challenges when responding to employee requests for reasonable accommodations as a result of the COVID-19 pandemic. Uncertainty surrounds the legal definition of a reasonable accommodation, which is “something an employer is required to give if an employee is certified as disabled.” State and municipal laws may define disability in different ways or not at all, but the Americans with Disabilities Act establishes a federal standard for reasonable accommodations. An area that has grown hazier since the outbreak is the subjective evaluation of what is “fair.” Due to the very subjective nature of the law and the disfavorable application of rigid regulations, employers must have a customized process in place for assessing requests for reasonable accommodations. Employers are advised to speak with a lawyer before deciding because a hasty choice could lead to a lawsuit and costly legal bills.
Please view the article source on SuperLawyers.com, the consequences of an employer mishandling a request for a reasonable accommodation can be serious, and the COVID-19 pandemic has only raised the stakes.
Original article: “What’s Reasonable in a Reasonable Accommodation?”