Reasonable Accommodation Expectations in Employment
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Reasonable Accommodation Expectations in Employment
Reasonable accommodations in the workplace are one that discourages conflict between employees and their employers. There are two types of employee accommodations that employers must meet under the United States Laws. This includes; religious accommodations at the workplace and accommodations of people with disabilities (Gould, 2018). The rules regarding these two types of employee accommodations are numerous, but I’ll highlight a few.
To begin with religious accommodations, several laws protect the employee against discrimination in the workplace. One of the primary rules regarding this fact is, tittle seven of civil rights (1964) that prohibits employees from performing any form of discrimination recruiting of employees, laying off of employees, and depriving employees of specific requirements due to their religious affiliations, except for religious organizations.
There are several other factors regarding reasonable accommodations that do not result in conflict between employees and their employers. The requests for accommodations may vary depending on what time the employee would want to execute his or her religious duties. These accommodations are given in the sense that they don’t cause disproportionate burdens on an organization. However, the employers must specify the reason for depriving his or her employees a reasonable accommodation at the workplace. The employer is not mandated to provide specific accommodations for the employees. All he or she needs to do is to provide reasonable accommodations.
Several accommodation rules protect people with disabilities from discrimination in the workplace. Discrimination against people with disabilities especially happens when a company is taking on recruitments (Johnson, 2016). Under title one of ADA, employers are prohibited from discriminating against people with disabilities who are qualified for the job in question. This law applies to organizations and companies that have more than 15 employees. However, ADA does not kowtow with people who pretend to have disabilities or qualified for the job when they are not. For ADA to protect you, you must confirm to them that you have a disability and that you are qualified for the job.
Workplace accommodations for people with disabilities are quite different from religious accommodations. For instance, a disabled person may not be recruited at a workplace if the act of doing so may result in undue hardship for the organization (Spechler, 2017). Sometimes the utilities for people with disabilities may not be available at specific workplaces. In this case, ADA may not protect the disabled person. However, these conditions must be confirmed first before any action is taken against the employer or employee.
Many private organizations have amended their responsibilities for accommodating people with different religious affiliations and people with disabilities. For instance, Walmart changed its employment policies regarding ADA rules. Employees with disabilities are given vacant positions at Walmart. The spokesperson for the organization said that Walmart had been a top employer for disabled people for many years.
Many organizations have taken up the responsibility to allow their employees to perform their religious duties. Kroger company will enable employees to work for long hours during the workdays if they aren’t available on a particular day of the week. Rodney McMullen and Michael Donnelly head the company. These practices have made life favorable for employees with disabilities and those with religious concerns.
References
Gould, J. (2018). Religion, Equality, and Employment in Europe: The Case for Reasonable Accommodation Katayoun Alidadi Hart Publishing, Oxford and Portland, 2017, xxx+ 267 pp (hardback£ 80.00) ISBN: 978-1-5099-1137-0. Ecclesiastical Law Journal, 20(3), 362-365.
Johnson, L. S. M. (2016). The case for reasonable accommodation of conscientious objections to declarations of brain death. Journal of bioethical inquiry, 13(1), 105-115.
Spechler, J. (2017). Reasonable accommodation: Profitable compliance with the Americans with disabilities act. Routledge.