What types of reasonable accommodations must employers provide for disabled workers?

In North Carolina, employers must provide reasonable accommodations for disabled workers unless it results in an undue hardship on the employer. Examples of reasonable accommodations include making buildings and parking lots accessible for wheelchair users, providing accessible workplace technology, allowing individuals to work from home, giving extra breaks, modifying job duties, providing assistive devices, and providing interpreters. Employers must also provide reasonable accommodations when it comes to the job application process. For example, employers may need to provide audition or sign language interpreters, allow additional time for completing written or other standard forms, or modify the job application process as needed. In addition, employers must also provide reasonable accommodations in the workplace to enable the disabled worker to perform job functions effectively. Such accommodations may include making existing facilities accessible, providing special equipment, or adjusting work schedules. However, it should be noted that employers do not have to provide reasonable accommodations if they would create an undue hardship on the employer. Employers are required to prove that the cost of the accommodation would be significantly disruptive to their operations or would pose a direct threat to the health and safety of workers or customers. Overall, employers in North Carolina must provide reasonable accommodations to disabled workers that don’t create an undue hardship. These accommodations must ensure that the disabled worker is able to perform job functions effectively and without restraint.

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