Disability has become an important term in the world of law for businesses and employers to understand. To be “disabled,” either under the Americans with Disabilities Act (ADA) or other national laws and regulations, a person must meet certain criteria, such as having a physical or mental impairment that limits one or more major life activities. Depending on the jurisdiction, some may also qualify if they have a history of such impairment or being regarded as having that impairment.
The ADA forbids discrimination against individuals with disabilities in employment, and also requires that those employers make reasonable accommodation for those individuals in order for them to be able to perform up to their full capabilities. For an employer, that may mean making certain physical adjustments to a job, such as creating a wheelchair-accessible desk, or permitting different strategies to complete the work requirements.
Modern Examples of Disability Accommodations in the Workplace
A common example of a disability accommodation is providing technology which can help make the workplace accessible to everyone. For instance, those with visual disabilities may need alternative methods to interact with computers, such as having software which reads materials aloud or allows for voice input.
The ADA also covers mental impairments, such as an individual dealing with depression or anxiety who can benefit from flexible hours, reduced work demands, or a different workspace. Mental health accommodations don’t necessarily need to involve specialized technology; they can include something as simple as offering extra support and understanding to the individual.
The ADA in Action: Practical Steps for Employers
For employers, understanding what disability covers in the eyes of the law is key to creating an inclusive workplace. If a business suspects a person has a disability, they must take action and also not require proof. However, that doesn’t mean employers have to accept outrageous requests from those with disabilities; accommodations must be reasonable for both the employer and the employee. Furthermore, the duties of the position can still be met, even with the reasonable accommodations given.
Above all, those who are managing a business must remember that any action taken for a disabled employee is not only mandated by the ADA, but a sign of good faith in creating a safe and welcoming environment for all employees.