An employer may be required to provide a reasonable accommodation for the disability or religious beliefs/practices of an applicant or employee. However, an employer does not have to provide an accommodation that would impose an undue hardship on the employer. In general, an undue hardship occurs when the requested accommodation causes significant difficulty or expense for the employer. For example, an employer does not have to provide an accommodation if it compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work.
Examples of potential reasonable accommodations include, but are not limited to, changes in the work environment; flexible scheduling, shift changes; job reassignments; modifications to workplace dress and grooming policies; modifications to other workplace policies and practices; and use of specialized vocational or medical equipment. Keep in mind that an employer is typically allowed to choose among available reasonable accommodations, even if the selected reasonable accommodation is not the one preferred by the employee or applicant.
We invite you to contact us if you believe that your reasonable accommodation request has been wrongfully denied.