The ADA does not give employers complete and unfettered discretion to decide what is reasonable. Instead, the ADA requires an employer to rethink its preferred practices or established methods of operation. Employers must, at a minimum, consider possible modifications of jobs, processes, or tasks so as to allow an employee with a disability to work, even where established practices or methods seem to be the most efficient or serve otherwise legitimate purposes in the workplace. Miller v. Illinois Dept. of Transportation, No 09-3143 (7th Cir. May 10, 2011).
If you have questions about your rights to a reasonable accommodation for disability under the Americans with disabilities act (the ADA), contact Lexington, Kentucky disability discrimination lawyer Robert Abell at 859-254-7076.
