Ask the Lawyer received the following question (paraphrased for easier reading and clarity) from a reader on a legal matter that might be of interest to the entire audience.
Q:
If an agency has a work-at-home policy, are they required to provide an employee with a disability the same accommodation they must provide in the agency’s main site? For example, an employee who requires voice recognition software due to visual disability at the main site.
A:
Providing an accommodation to a disabled employee is never a simple yes or no answer. Instead, it is a part of a collaborative process between agency management and the disabled employee. Your agency has a process for handling requests for accommodation for the disabled. I suggest you review and follow that policy and get an answer to your question at the agency. If you are dissatisfied, you may file an EEO complaint within 45 days of the accommodation decision.
Bill Bransford is managing partner of Shaw Bransford & Roth PC.
Disclaimer: Ask a Lawyer publishes information on this website for informational purposes only. Information on this website is intended – but not promised, guaranteed, or warranted – to reflect correct, complete and current developments. In addition, the contents of the website do not constitute legal advice and do not necessarily reflect the opinions of the attorney. Information from this website is not intended to be used as a substitute for specific legal advice, nor should you consider it as such. You should not act, or refrain from acting, based on information on this website without seeking specific legal advice about your particular circumstances. No attorney-client relationship between you and Ask a Lawyer’s author is created by the transmission of information to or from this site.
