Most disabled Texas employees are protected by the Americans with Disabilities Act. Under this federal law, covered employers are required to make reasonable accommodations for workers who are disabled so that they are able to perform the tasks of their jobs.
Reasonable accommodations are modifications that help workers perform their job duties. Employers are not required to make accommodations if doing so would create an undue hardship for the business, however. Examples of reasonable accommodations may include adding wheelchair ramps, modified desks, different chairs, ergonomic work stations or different lighting. They may also include offering shortened schedules, extra breaks and other modifications to the job structure.
When an employer is considering whether or not to grant a request for accommodations, it is allowed to take into account a number of factors. It may consider whether or not the accommodation would present a financial hardship for the business. The size of the business, the number of employees, the financial resources of the business and the cost of the accommodation may all be taken into account when determining whether or not the accommodation is a reasonable one or if it would present an undue hardship.
Disability discrimination is forbidden under the ADA, which covers both private and public sector employers that have 15 or more employees. It is under the aegis of the Equal Employment Opportunity Commission and applies to both physical and mental disabilities. The law also extends outside of the workplace to the application and interview process. People who feel that they have been unfairly treated as a result of a disability may want to have legal assistance in pursuing their available legal remedies.