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

Yes, employers in Idaho are required to provide reasonable accommodations to disabled employees in terms of job duties. Employers need to make reasonable accommodation adjustments to job requirements, job duties, work hours, or other job conditions, so that disabled employees can perform the job with the same efficiency and safety as able-bodied employees. The accommodation should be tailored to the individual employee’s disability and should be based on the employee’s needs in the workplace. The Americans with Disabilities Act (ADA) is a federal law that prohibits employers from discriminating against employees with disabilities. Employers must provide reasonable accommodations to ensure individuals with disabilities receive equal access to employment opportunities and are able to perform their job duties. ADA requires employers to make reasonable accommodations to the application process, workplace environment, and job duties to ensure that disabled individuals are able to perform their job duties safely and with the same efficiency as able-bodied individuals. Employers are not obligated to provide accommodations that would cause undue hardship on the business. An undue hardship is any accommodation that would cause more than a minimal cost or disruption. To determine whether or not a reasonable accommodation would pose an undue hardship, employers should consider a number of factors such as the size of the organization, availability of funds, and the impact of the accommodation on other employees. If an accommodation does cause an undue hardship, the employer cannot deny the request. Rather, the employer and employee should work together to find alternative solutions.

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

Related FAQs

Related Blog Posts