Business managers must provide appropriate workplace accommodations in accordance with the Americans with Disabilities Act (ADA). Failure to do so can create a hazardous work environment. It can also lead to ADA compliance penalties and violations.
Your employees may appear frustrated or annoyed if they see colleagues receive certain work accommodations. But, it is essential to note that workplace accommodations are intended to help all employees at all times. To highlight this point, let’s explore three of the most common myths surrounding work accommodations in detail.
Myth #1: Workplace Accommodations Represent “Special Treatment.”
Work accommodations do not promote “favoritism.” Instead, they help employees perform a wide range of tasks, without putting their health in danger.
For example, a worker coping with an intellectual disability may be given a checklist relating to their job. The worker can use this checklist to verify that all tasks associated with their role are completed correctly.
Comparatively, you may have an employee dealing with a physical disability. They may be unable to walk long distances. As such, this worker may be given a parking spot close to a building, so he or she can avoid slips and falls. The worker may also be provided with opportunities to work remotely. Then, the employee can remain productive without having to travel to the office.
Myth #2: You Cannot Dismiss or Reprimand Employees Who Require Workplace Accommodations.
Businesses must provide “reasonable” workplace accommodations that align with ADA mandates. However, a worker may not perform as expected or causes problems for other employees. In these instances, a company can still dismiss or reprimand the employee.
Work accommodations ensure that employees can complete tasks related to their business role. You must provide these accommodations. But if a worker receives accommodations but cannot fulfill the duties associated with their role, meet with this individual. Then, work with the employee to help him or her get on track with their job. If the worker still cannot meet your company’s expectations, you can discipline or fire them as needed.
Myth #3: Work Accommodations Are Only Relevant to Those Who Require Them.
There is no telling when an employee will require workplace accommodations. Thus, these accommodations are relevant to all workers every day.
Oftentimes, it helps to educate an entire staff about work accommodations. You can use a work accommodations training program to address common myths. At the same time, you can respond to employees’ concerns and questions about work accommodations.
Keep the lines of communication open in regards to workplace accommodations as well. If an employee ever feels they need certain accommodations, this individual should come forward to share them with you.
Provide Reasonable Workplace Accommodations
You may have questions and concerns about work accommodations. And you are not alone. Thankfully, you can partner with Arrow Staffing.
Arrow Staffing can help your business provide reasonable workplace accommodations today, tomorrow, and long into the future. We are a Riverside recruitment agency that offers work accommodations tips, recommendations, and insights. Our recruiters can help you identify and attract top talent, too. Check out our recruitment and staffing services today!