Disability Accommodations in Employment

With more than four decades of experience as an employment law attorney, Thomas Wieser assists employers in assessing and accommodating employee disabilities.

Identifying Disability Accommodations in Employment

An employer can typically identify a physical disability that may need to be addressed with some type of an accommodation. A mental disability can be more difficult to discern. The challenge is in finding suitable accommodations to permit the employee to perform the essential functions of their position.

The required accommodation interactive process usually starts with accommodations proposed by the employee. In some instances, the employee is unable to suggest suitable accommodations. In other instances, an employee may propose accommodations that have nothing to do with the disability.

In today’s landscape, disability accommodation law is ever-evolving. For example, recent federal and Minnesota laws require specific accommodations for pregnancy, such as increased breaks and lifting restrictions.

Employment law attorney Tom Wieser helps employers navigate the required interactive process to sift through options and identify an accommodation that is acceptable to both the employer and employee. There are occasions when the employer is unable to agree to one or more accommodations proposed by the employee because they are not reasonable. In those situations, Tom works with the employer to prepare documentation to defend against a potential employee claim of disability discrimination.