Are employers obligated to provide reasonable accommodations to disabled employees for physical or mental limitations?

Yes, employers in Texas are obligated to provide reasonable accommodations to disabled employees for physical or mental limitations. This requirement applies to employers with 15 or more employees. The federal Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act of 1973 both make it illegal to discriminate against a person with a disability in the workplace. A reasonable accommodation is an adjustment to the workplace or job duties that allow a person with a disability to be productive and successful in their job. Examples of reasonable accommodations may include: installing ramps or elevators for employees with mobility impairments; providing ergonomic chairs for employees with back pain; or providing a quieter work area for someone with a sensory impairment. Employers are obligated to provide reasonable accommodations as long as the accommodation does not create an undue hardship or burden on the employer. This means that if an accommodation is too expensive or difficult to implement for the employer, the employer is not obligated to provide the accommodation. The employer and employee must work together to come to an agreement on the best accommodation for the employees needs. It is important to note that employers are not obligated to provide accommodations that would essentially change the essential functions of a job or give the employee an advantage over other employees. In these cases, the employer is not obligated to provide an accommodation.

Are employers obligated to provide reasonable accommodations to disabled employees for physical or mental limitations?

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