Employers are often asked to make "reasonable accommodations" for employees with disabilities. Requests may come from the employees themselves, from their attorneys or other professionals, from nonprofit watchdog organizations or from government agencies.
Naturally, there is often disagreement about what constitutes reasonable accommodations. Employers may even conclude that an employee or potential employee's particular disabilities make it impossible for him or her to fulfill basic functions of a job. Disputes may center around employability or about the reasonableness of accommodations.
In a best-case scenario, decisions are reached through an interactive process of communications between the employer and employee. The Job Accommodation Network (JAN) is an example of a valuable resource that can help facilitate discussions and agreements.When Discussions Break Down or Proposals are Rejected
Unfortunately, communications sometimes break down and employees or potential employees may begin a process of seeking resolution some other way. Next steps for employees or potential employees may include consultations with nonprofit advocacy organizations, enlistment of employment law attorneys and/or submission of complaints to the Equal Employment Opportunity Commission.
Employers facing accusations of noncompliance with Americans with Disabilities Act (ADA) requirements are invited to contact Key Harrington Barnes PC. Our lawyers can provide guidance through all stages of disability accommodations cases: discussions, accommodations proposals, disputes and interactions with government agency representatives.Is Your Business Involved in an ADA-Related Dispute? Contact a Dallas Employment Law Attorney.
Learn how Key Harrington Barnes PC can save your business time and money as you face potential complaints to the EEOC about ADA violations. Call our law offices at (214) 615-7925 or email us to schedule a consultation with a Texas employment law attorney.