Yes; an employee that has a disability and requires a reasonable accommodation for that disability should be prepared to propose to his or her employer one or more specific accommodations for the disability. The accommodation may be a slight change in job duties or tasks, a reassignment to another position or something else. Keep in mind that what will be a reasonable accommodation is going to vary on a case-by-case basis because of the differences in an employee's disability, job duties and the employer's business.
Once an employee proposes a specific reasonable accommodation, the employer can violate the Americans with Disabilities Act (ADA) if it fails to engage in an "interactive process" with the employee to determine how and whether the proposed reasonable accommodation can be achieved. Robert Abell discussedthis process and to post on his Kentucky Employment Law Blog: ADA: Should An Employee Propose a Specific Reasonable Accommodation? and ADA: An Employer's Good Faith Obligation.
Lexington, Kentucky disability lawyer Robert Abell represents individuals and employees in cases and claims under the Americans with Disabilities Act (ADA); contact him at 859-254-7076.
