What are the legal requirements for businesses to provide reasonable accommodations for employees with disabilities under Georgia law?
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Under Georgia law, businesses are required to provide reasonable accommodations for employees with disabilities, as long as these accommodations do not impose an undue hardship on the employer. The Georgia Equal Employment Opportunity Commission (EEOC) has issued several guidelines regarding reasonable accommodation for employees with disabilities, which include:
- Providing modifications or adjustments to the employee's work environment or schedule, such as providing a wheelchair ramp or adjusting work hours to accommodate medical treatments or therapy sessions.
- Making changes to the employee's job duties, such as assigning non-essential tasks to other employees or providing assistive technology or software to help the employee perform their job duties.
- Allowing the employee to work from home or another location if the physical work environment cannot be modified to meet their needs.
- Making changes to the employer's policies or practices, such as allowing extra breaks or flexible work hours to accommodate the employee's medical needs.
If an employer believes that providing an accommodation would impose an undue hardship, they must demonstrate that the accommodation is unreasonable based on:
- The nature and cost of the accommodation.
- The impact of the accommodation on the employer's business operations.
- The financial resources of the employer.
- The number of employees and the size of the employer's operation.
If an employee believes that they have been denied a reasonable accommodation, they may file a complaint with the Georgia EEOC or the federal Equal Employment Opportunity Commission (EEOC). Employers who violate Georgia's reasonable accommodation laws may be subject to fines, penalties, and legal action by the affected employee.
It is important to note that the accommodation should be discussed with the employer and employee, and agreed upon by both parties. In some cases, additional documentation may be required from the employee's healthcare provider to verify the disability and recommended accommodations. If an employer is unsure of their obligations under Georgia's reasonable accommodation laws, they should consult with an experienced employment law attorney.
