![]() ![]() You may conclude that there are no reasonable accommodations you can offer without creating an undue hardship. For example, reassigning one worker to another task, physical location, or shift might be possible doing so for a large number of workers might disrupt your workplace efficiency, put a burden on other employees, or compromise workplace safety. Even a reasonable accommodation can become an undue hardship if you receive too many accommodation requests. Your company does not have to provide the specific accommodation the employee requested if you offer them another reasonable alternative. ![]() You should already have the details of these policies in place when you offer this accommodation workers should not be placed on unpaid leave or otherwise excluded from the workplace while you finalize accommodation procedures. (In some states, including California, employers must meet a higher standard.) Employers should consider all possible reasonable accommodations, such as mask-wearing, frequent testing, working a modified shift, social distancing, remote work, or, as a last resort, reassignment to another position-as long as these accommodations do not create more than a minimal burden as described above.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |