2.0K
CANearly half of all EEOC cases filed in 2024 were disability discrimination claims.
That’s because too many employers are still mishandling disability accommodation requests.
Here’s what’s happening: An employee asks for a medical accommodation, and instead of working with the employee to find a solution, employers too often default to saying “no.” Other times, they demand private medical information that they are not entitled to.
The Americans with Disabilities Act requires employers with 15+ employees to provide reasonable accommodations unless it creates an undue hardship – a very high legal bar. Many state laws are even more rigorous - California’s law applies to employers with just 5 or more employees.
Employers often violate these laws by assuming – without asking enough of the right questions – that they can’t accommodate the employee (or they just don’t want to).
My recommendation: Treat every accommodation request like it’s coming from someone you care deeply about. Make every effort to approve of the request, and if it’s not feasible, find another accommodation that will work. Document all of your efforts to do so. But don’t default to “no” – that only increases the chances that you’ll be hearing from the employee’s lawyer down the road.
Follow me for more employment law tips for employers.
#employmentlaw #smallbusiness #employmentlawyer #law #legal #humanresources #work #9to5 #californiabusiness #discrimination #hrmanagement #hrconsultant #wrongfultermination #humanresourcesmanager #humanresourcesprofessional #manager #ceo #supervisor #businessstrategies #businessleader #businessleadership #businesscoaching #managementcoaching #disabilitydiscrimination #workplacecompliance #ADA #adacompliance #medicalaccommodations #hrbestpractices
@cali_employment_lawyer
