Accommodating disabled employees am i a loser for online dating
But depending on the facts of the situation, the federal Americans With Disabilities Act (ADA) and the Family Medical Leave Act (FMLA) may help.The ADA states that disabled employees need to be accommodated if an accommodation is necessary to perform the essential functions of a job.To qualify, you would have to work for one of the following: Virginia, Maryland, and the District of Columbia have their own versions of family medical leave laws.If you are not disabled but have a relationship with someone who is and you need changes at work to help that person, then the following are true: If you need help because a family member or loved one is disabled and your employer refuses to accommodate your needs, contact our office.Laws in Virginia, Maryland, and the District of Columbia do not include protections for workers associated with those with disabilities.But California state law has been interpreted by at least one state appellate court as requiring accommodation to covered employees who are associated with someone with a disability because of the unique language of the state’s Fair Employment and Housing Act (FEHA).The court reasoned that since employers need to accommodate disabled employees, and the definition of a disabled employee under California law includes an employee associated with someone with a disability, employers must accommodate employees associated with someone who has a disability.You may qualify for time off or a reduced schedule to care for a spouse, child, or parent who has a serious health condition under the FMLA.
Although Spiggle Law represents employees in many different matters, Tom has a soft spot for those who suffer from discrimination solely because they are pregnant or have family-care issues, like caring for a sick child or an elderly parent.
It also states that discriminating against a disabled employee includes “excluding or otherwise denying equal jobs or benefits to a qualified individual because of the known disability of an individual with whom the qualified individual is known to have a relationship or association.” The federal Equal Employment Opportunity Commission (or EEOC, the federal agency enforcing the law’s employment sections) explains that this language means that it is illegal for an employer to make adverse employment decisions based on unfounded concerns about the known disability of a family member or anyone else with whom a job applicant or employee has a relationship or association.
This includes the following actions: These protections do not include reasonably accommodating the nondisabled employee associated with someone who is disabled, but the employer must avoid treating an employee differently from other employees because of his or her association with a person with a disability.
It is also advisable to communicate with employees regarding progress made in providing the accommodation especially if it may take some time.
A "reasonable accommodation" is any adjustment or modification to a job (or the way a job is done), employment practice, or work environment that makes it possible for a handicapped individual to perform the essential functions of the position involved and to enjoy equal terms, conditions and benefits of employment.
A request for a workplace adjustment qualifies as a request for reasonable accommodation if the change is requested for a reason related to his/her disability.