Passionate, Proud Advocates

Passionate, Proud Advocates

WE FIGHT FOR THE RIGHTS OF INJURED OKLAHOMANS
FOUNDED IN 1952, OUR LAW FIRM HAS A PROUD HISTORY OF HELPING THE INJURED

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Why Would an Employee Seek Reasonable Accommodations?

American employees have the right to seek reasonable accommodations for a variety of reasons. Reasonable accommodations are exactly what they sound like – accommodations to the worker’s schedule, workspace, or job duties that make it possible for him or her to perform the job despite his or her disability, personal needs, or religious convictions. The Pregnancy Discrimination Act, Title VII of the Civil Rights Act, and the Americans with Disabilities Act each guarantee reasonable accommodations for specific reasons.

Below are three reasons why an employee may seek reasonable accommodations. To learn more, discuss your personal needs with an experienced employment lawyer

Religious Beliefs

An individual’s religious beliefs can make it impossible for him or her to comply with a job description 100 percent. Nonexempt employers are required to make reasonable accommodations for their employees’ religious needs, which can include:

  • Flexible scheduling to permit employees to attend religious services and observe holidays;
  • Altering employee uniforms to permit religious attire, such as head coverings; and
  • Modifications to workplace policies to permit employees to express their religious freedoms.

Disability

For an employee with a disability, reasonable accommodations can make it possible to perform his or her job duties. Not all disabilities are physical – individuals with mental disabilities, both long-term and short-term, can also seek accommodations in their workplaces.

Examples of reasonable accommodations for employees with disabilities and health conditions include:

  • Building a wheelchair ramp, elevator, or wheelchair-accessible bathroom;
  • Moving an employee with ADHD’s desk away from distractions;
  • Providing an interpreter for a deaf employee;
  • Using a different managerial style with an autistic employee versus neurotypical employees; and
  • Altering employee schedules to prevent fatigue and burnout and permitting employees to attend therapy and doctor appointments.

Pregnancy

Companies also must provide reasonable accommodations for pregnant and nursing mothers.

These can include:

  • Permitting a pregnant woman to sit during the workday if her role typically requires her to stand;
  • Providing space for a nursing mother to pump; and
  • Altering the woman’s schedule so she can attend doctor appointments.

Work with an Experienced Tulsa Employment Lawyer

You have the right to seek reasonable accommodations that permit you to perform your job without jeopardizing your safety, health, or personal convictions. If you have been denied this right, work with an experienced employment lawyer at Frasier, Frasier & Hickman LLP to pursue compensation for your monetary losses related to the denial. Contact our office today to set up your initial consultation with us.

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