If you’re a disabled employee or applying for a job in New Jersey, you have the right to ask for changes, or reasonable accommodations, that let you handle the core parts of the job effectively. Think of it as asking the workplace to work with you, ensuring you have an equal opportunity to succeed. Let’s look closer at the New Jersey Law Against Discrimination (NJLAD), specifically to learn more about reasonable accommodations.
The New Jersey Law Against Discrimination (NJLAD) requires employers to provide reasonable accommodations to employees with disabilities, as long as doing so does not impose an undue hardship on the business. This means that if an employee has a physical or mental disability that affects their ability to perform specific job duties, the employer is obligated to explore ways to help them do their job effectively. Accommodations can include modified work schedules, assistive technology, restructuring job duties, or even making facilities more accessible.
The key word here is “reasonable”; employers are not required to make accommodations that would be excessively costly, disruptive, or fundamentally alter how the business operates. However, they must engage in an “interactive process,” which is essentially a good-faith dialogue with the employee to determine what can be done to help. Employers who refuse to make accommodations without valid justification could be found in violation of NJLAD. The law is designed to balance the rights of employees with disabilities with the operational needs of businesses.
Here are some practical examples of the types of changes that can be considered reasonable:
- Providing assistive technology or devices: Tools such as screen readers, voice recognition software, or specialized keyboards can make a significant difference.
- Making the workspace more accessible to those with mobility issues: Includes providing structural features like ramps, wider doorways, or accessible restrooms.
- Reassigning minor tasks that are problematic due to a disability: Involves shifting a non-essential duty that worsens your condition to another employee.
- Modifying workplace policies: Allowing a service animal in the office can be a reasonable change.
- Switching work hours or allowing remote work can help manage medical appointments or address fluctuating symptoms.
These are often practical adjustments that can make a significant positive impact. While some flexibility might be needed, the goal is to find solutions that support the employee without causing significant disruption to the business’s core operations.
Need Help with Accommodations in NJ?
If you’re working, or trying to work, in New Jersey and running into trouble getting the accommodations you need, it might be time to bring in some support. At Schall & Barasch, we understand New Jersey employment law inside and out, and we’re here to help you navigate your options and fight for your rights. Contact us today.