Holding employees accountable for performance failures is a common issue that many employers must contend with. Unfortunately, some employers don’t realize that there is a major difference between a reasonable accommodation and an unreasonable one. This is why many employers are surprised when they are advised that lowering performance standards for an employee does not necessarily mean they have made a reasonable accommodation
If an employer receives a reasonable accommodation request from an employee, they need to take it to the appropriate EEO/HR/Legal staff to determine if the company is required to make accommodations that require lower performance standards.
According to the EEOC:
- Employers should use the same quantitative and qualitative requirements for performing essential job functions for employees with disabilities that apply to non-disabled employees.
The goal of accommodating a disabled employee is to fix the situation so that they can perform their job at the same level as other employees in the job. Thus, taking away crucial job functions wouldn’t qualify as a reasonable accommodation.
Speak to Our EEOC Attorneys Today
Are you a federal employee returning to work after suffering a serious injury? Do you believe your employer is deliberately failing to accommodate your injury restrictions? If so, you need to get in touch with our legal team at John P. Mahoney, Esq., Attorneys at Law to discuss your case with one of our lawyers. We are committed to serving clients who have been mistreated by their federal employers, and we are prepared to use our extensive resources to build a strong legal strategy for you.
To speak to a member of our law firm, call (202) 759-7780 to request your case consultation today.