As an employee with a disability, you are entitled to reasonable accommodation in the workplace. Your employer must work with you to provide the support you need to perform your job functions comfortably and successfully. For instance, they may adjust the nature or scope of certain job duties or reassign you to a different role to accommodate your needs. In some circumstances, your medical condition or disability may require you to take a brief unpaid leave, and your employer must honor this request. However, if your employer has failed or refused to provide you with reasonable accommodations, you have the right to take legal action to redress this issue. Reach out to our employment law attorneys to discuss your situation and explore your options for pursuing reinstatement and compensation from your employer.
Both state and federal laws protect the rights of workers with disabilities. The Americans with Disabilities Act (ADA), and several Rhode Island and Massachusetts state laws, prohibit workplace discrimination against employees with disabilities. An employee with a disability has the right to request “reasonable accommodation” from their employer to ensure they can perform their assigned duties. Common examples of reasonable accommodations include schedule changes, physical alterations to existing facilities, providing interpreting services, or modifying training materials. However, if the employer can show the request causes them “undue hardship,” they are not legally required to honor it—but the employee has the right to know why the employer denied their request for reasonable accommodation. These matters can quickly grow complex, so enlist the guidance of a dedicated employment law attorney to help you understand and exercise your legal rights.
If you believe your employer has failed to work with you to honor your request for reasonable accommodation, you should contact our office as soon as possible. We represent and seek reinstatement and monetary compensation for employees suffering from a disability where an employer fails or refuses to engage in a dialogue to determine the appropriate accommodation or refuses to provide an appropriate accommodation.