Reasonable Accommodation Defense

Employers face unique challenges when it comes to handling reasonable accommodation requests from employees with disabilities. Balancing the needs of employees with the operational realities of your business can be complicated, and mistakes can lead to costly lawsuits. At Rupal Law, we specialize in defending California employers accused of failing to provide reasonable accommodations. Our experienced legal team works to protect your business while helping you understand and comply with state and federal laws.

What Are Reasonable Accommodations?

Under the Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA), employers are required to provide reasonable accommodations to qualified employees with disabilities. Reasonable accommodations are adjustments or modifications that enable an employee to perform the essential functions of their job.

Examples of reasonable accommodations include:

• Modifying work schedules or allowing telecommuting.
• Adjusting job duties or reassigning tasks.
• Providing assistive devices or technology.
• Modifying the physical workspace to ensure accessibility.
• Offering medical leave as an accommodation.

However, employers are not obligated to provide accommodations that would cause undue hardship, such as significant difficulty or expense, to their operations.

Common Claims Related to Reasonable Accommodations

Even with the best intentions, employers may face claims of failing to provide reasonable accommodations. Common allegations include:

• Denying an accommodation request without proper justification.
• Failing to engage in the interactive process to explore possible accommodations.
• Retaliating against employees for requesting accommodations.
• Terminating or demoting employees after they disclose a disability.

California’s FEHA imposes additional obligations on employers, making it even more critical to handle accommodation requests appropriately.

How Rupal Law Defends Employers

At Rupal Law, we understand the complexities of reasonable accommodation disputes and offer strong legal representation to protect your business. Our team has extensive experience defending employers against these claims and ensuring compliance with the law.

1. Analyzing the Claim

We begin by thoroughly reviewing the details of the claim, including:

• The employee’s disability and the nature of their request.
• The steps your business took to address the request.
• Any communications or records related to the interactive process.

2. Demonstrating Compliance

If your business acted within the law, we build a strong defense showing that:

• The accommodation requested was unreasonable or caused undue hardship.
• The employee was not qualified for the position, even with accommodations.
• You engaged in the interactive process in good faith and explored all viable options.

3. Minimizing Legal Exposure

When mistakes have been made, we work to resolve disputes quickly and efficiently through negotiation, mediation, or alternative dispute resolution, minimizing the financial and reputational impact on your business.

Avoiding Reasonable Accommodation Claims

While Rupal Law is here to defend you, prevention is the best approach. Employers can reduce their risk of accommodation disputes by implementing these best practices:

1. Engage in the Interactive Process: This is a critical step under both ADA and FEHA. Always discuss accommodation requests with employees to find mutually acceptable solutions.
2. Document Everything: Keep detailed records of all communications, evaluations, and decisions regarding accommodation requests.
3. Train Your Team: Ensure that managers and HR staff understand their legal obligations and how to handle requests appropriately.
4. Evaluate Requests Carefully: Assess the feasibility of accommodations and document any undue hardship considerations.
5. Update Policies: Regularly review and revise workplace policies to ensure compliance with state and federal laws.

If you’re unsure about how to handle accommodation requests or need to implement better policies, Rupal Law offers comprehensive training and legal guidance for employers.

Why Employers Choose Rupal Law

Employers across California rely on Rupal Law to defend their businesses and navigate the complexities of disability accommodation laws. Here’s why:

• Specialized Expertise: We focus exclusively on employment law, with a deep understanding of ADA and FEHA requirements.
• Proactive Strategies: We help you prevent legal issues through compliance training and policy reviews.
• Proven Success: Our attorneys have successfully defended countless employers against accommodation claims.
• Client-Centered Approach: We tailor our services to meet the unique needs of your business.

Protect Your Business Today

Reasonable accommodation disputes can be disruptive and costly, but you don’t have to face them alone. Whether you’re responding to a claim or seeking guidance on handling accommodation requests, Rupal Law is here to help.

Call us today at (951) 460-0830 to schedule a consultation and safeguard your business. With Rupal Law on your side, you can focus on running your business while we focus on protecting it.