Reasonable Accommodation Cases slightly differ from the normal discrimination case as there is no requirement of employer "motive," to discriminate. Instead, the law requires the employer to act once it knows or should reasonably know that an employee requires an accommodation due to a disability or religious needs.
- Religious Accommodation: Law Against Discrimination
- Handicap Accommodation: Law Against Discrimination
The answer, however, is easy. Just ask. By law, once an employee has made an affirmative effort to request an accommodation, which is reasonable, and does not create an undue hardship upon the employer, an accommodation should be given to you. By law, once you request an accommodation, the employer is required to engage you in an "interactive process" to discuss what your disability/religion is, what type of accommodation is needed, and how an accommodation may or may not be accomplished. Not ever request for an accommodation must be given, but if you feel that you have made a good faith effort to speak to your employer, and the employer has ignored you, contact Mark Law Firm, LLC to speak to an employer trained in handling work place discrimination. Contact us at 908-626-1001 or click the "contact us" page and tell us your story.