Are employers required to provide reasonable accommodations to disabled employees in terms of job duties?

Yes, employers in Hawaii are required to provide reasonable accommodations to disabled employees in terms of job duties. The Hawaii Disability Rights Law requires employers to engage in an interactive process with a disabled employee or applicant to determine if an accommodation is needed. The accommodation should be reasonable and “should enable the employee to perform the essential functions of the job.” Examples of reasonable accommodations include providing disabled employees with equipment or tools to assist with job duties, allowing flexible scheduling, altering the physical layout of workspaces, and making modifications to computer hardware and software. Employers are not required to make changes that would cause an “undue hardship” or a significant difficulty or expense. This means that the employer must look at fiscal limitations and the individual needs of the employee when deciding which accommodations are necessary for the particular job. Employers must also provide reasonable accommodations to disabled employees in terms of hiring, training, and promotion. Employers should consider whether an applicant or employee needs accommodations in order to participate in the job process. For example, employers should consider providing written instructions in alternate formats for applicants with visual impairments, or making reasonable adjustments to the job interview process for an applicant with a speech disability. Employers in Hawaii are responsible for providing reasonable accommodations to disabled employees in order to ensure they do not experience discrimination due to their disability. Employers should be mindful of the legal requirements and do their best to meet the accommodations that disabled employees need to do their job.

Are employers required to provide reasonable accommodations to disabled employees in terms of job duties?

Related FAQs

Related Blog Posts