All workers deserve to be treated with dignity and respect. This means that nobody should be discriminated against based on their ethnicity, gender, sexual orientation, disability or any other protected characteristic.
Anti-discrimination principles for disabled workers are enshrined in law by the Americans with Disabilities Act (ADA). According to this legislation, employers are obliged to make reasonable accommodations for disabled workers.
Outlined below are some of the more common examples of reasonable accommodations.
Providing easy access
All workspaces should be easily accessible for disabled employees. For instance, ramps should be installed for workers who use a wheelchair. Bathroom facilities should also be accessible, with safety rails being installed. If it is not practical to make a multistory building fully accessible, then employers should consider creating a suitable workspace for disabled employees on lower levels of the building.
Flexible working hours
Today, many companies are embracing flexible working hours and finding this to be more productive. This can also be a form of accommodation that benefits disabled workers. It may be much easier for disabled workers to carry out their job-related tasks from home. If this does not negatively impact productivity then there is no reason why an employee should not consider it.
When accommodations are not possible
A company may be exempt from making accommodations when they are not reasonable. For example, if the accommodations would cost a disproportionate amount of money, thus placing the business in financial trouble.
As a disabled worker, you should never be ostracized or discriminated against. To assert your rights as an employee, make sure you seek some legal guidance.