Reasonable Accommodations Lawyer in New York

Failure to Accommodate Claims

The New York discrimination lawyers of Phillips & Associates are dedicated to assisting individuals who are unlawfully denied reasonable accommodation at work. Our attorneys handle all types of disability discrimination cases in the New York City area.

Call one of our qualified employment lawyers today at (866) 229-9441.

Disabilities and Reasonable Accommodations in the Workplace

The Americans with Disabilities Act (“ADA”) requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship. The Equal Employment Opportunity Commission (“EEOC”) defines a reasonable accommodation as any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability.

Requesting a Reasonable Accommodation

An employee must let the employer know that they need an adjustment or change at work for a reason related to a medical condition. An employment attorney can assist you with drafting your accommodation request. It’s important to let your job know you need assistance due to a medical condition/disability. Your employer is not obligated to grant your exact request, but they must enter into a cooperative dialogue or interactive process with you to determine what, if any, accommodation can be made.

Medical condition discrimination may violate New York state and federal laws. Additionally, the ADA strictly prohibits discrimination based on disability in employment. Our New York discrimination attorneys handle cases on a contingency basis.

Failure to Provide an Accommodation in the Workplace

One of the most important objectives of antidiscrimination laws is to guarantee that all people have equal employment opportunities, regardless of race, creed, or color. This would not be possible without accommodating the rights of a diverse workforce. Failure to accommodate a person’s medical condition or disability or religion can be a form of discrimination because it unfairly excludes certain classes of people. This deprives otherwise qualified individuals of their fundamental right to discrimination-free employment. Employers therefore have a duty to provide reasonable accommodation to qualified individuals, regardless of their faith or disability. This may require certain adjustments to ensure that all people have equal opportunities in job-related activities.

Examples of reasonable accommodations relating to a disability or medical condition may include:

• Time off to get well is a common accommodation
• Job restructuring or reassignment
• Modifying work schedules for doctors appointments, therapy, and/or allowing telecommuting
• Adjusting interview, hiring, or recruiting process
• Providing necessary equipment, readers, or interpreters
• Making workplace or interview areas wheelchair accessible

Examples of reasonable accommodations relating to Religion may include:

• Shift substitutions or breaks to allow private prayer
• Flexible scheduling or leave to observe religious holidays
• Accommodation for religious garb and grooming practices
• Observance of religious prohibition against certain clothing
• Freedom to participate in or abstain from religious activity at work