California employment law takes into account the rights of people with disabilities and the obligations of employers. The Fair Housing and Employment Act (FEHA) protects employers against harassment or discrimination at work due to a person’s disability.
Things to Know About Accommodating Employees With Disabilities
According to the FEHA, employers generally must:
1) Provide reasonable accommodation for applicants and employees who, due to their disability, are unable to perform the essential functions of their job.
2) Enable timely, interactive, and good faith processes, where employee candidates and contract employees with disabilities can participate without any problem.
Modifications allow people with disabilities to have the same opportunities to get a job and successfully perform their job duties. All this to the same extent as people without disabilities.
Here are some forms of modification that are intended to help employees with disabilities:
- Installation of a ramp at the entrance
- Modification of toilet services
- Modifying the workspace layout
- Ensuring that computer software is accessible to blind employees
- Provide screen reader software for deaf employees
- Using videophones to facilitate communication with deaf employees
- Provide sign language interpreters or captions at meetings and events for deaf employees
- Make materials available in Braille or large print
- Modify office policy to allow a service animal in a business setting
- Adjust work schedules so that employees with chronic medical conditions can go to medical appointments and complete work at alternate times or locations
On the Job Accommodation Network (JAN) website, you can find information about possible adaptations and modifications to space and work dynamics. Besides having many tools for employers, the website offers an extensive list of low-cost or no-cost disability modifications that you could ask your employer.
