Are employers required to provide reasonable accommodations for employees with disabilities?

In Texas, employers are required to provide reasonable accommodations for employees with disabilities. This obligation is outlined in the Americans with Disabilities Act (ADA) of 1990, which was designed to protect individuals with disabilities from discrimination in the workplace. Under this law, employers are required to make reasonable accommodations for individuals with disabilities if it does not create an undue hardship for the employer. This means that employers must provide reasonable accommodations that do not cause significant difficulty or expense. Examples of reasonable accommodations include providing equipment or devices to assist with job duties, making facilities readily accessible to people with disabilities, modifying work schedules and job duties, providing a support system to help with job tasks, and providing additional training or assistance. Employers must provide reasonable accommodations unless it would cause an undue hardship, such as creating a safety risk or causing significant expense. If an accommodation would impose an undue hardship, then the employer must explore other options to provide equal access, such as providing alternative job duties or other forms of assistance. To ensure that employers are compliant with the ADA, the law requires employers to engage in an interactive process with the employee and explore any reasonable accommodations. This process requires employers to discuss potential accommodations with the employee and determine what would work best.

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Are employers required to provide reasonable accommodations for employees with disabilities?

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