Please respond to the following discussion board posts individually in no more than 50 words.
1. KJ-The interactive process is used for management to determine whether or not an employee needs certain reasonable accommodations to complete their job. This process must take place as soon an an employer finds out an employee is limited to their duties in any type of way. An employer can be notified verbally, in writing, by the employee missing work, coming to work while ill, through family, receiving documentation from doctors, ect.. Although the employer must be notified to make appropriate accommodations, the employee does not have to go into specific detail about their condition/illness.
Parkinson’s disease is a disease that attacks the central nervous system and causes trouble moving, and people with this disease often have tremors. I would accommodate an employee with Parkinson’s in several ways. A way for them to complete their job while sitting and with as little movement as possibly would be a top priority. I would make sure there is parking close to the building specifically for this employee. If work for home or hybrid options are available I would offer them to the employee. Since this disease is known for affecting an individual’s movement call bells and devices for walking assistance would be installed all over the building. The employee would also be allowed the access of a support animal if needed.
2. TC-Reasonable Accommodations
The interactive process is when an employee requests an accommodation, and the employer has to either consider whether it is possible to provide accommodation or evaluate the feasibility of the request. For instance, it is essential to consider whether the proposal will disrupt the business.
How to Accommodate an Employee With Blindness
Technology has provided different ways in which an employee with blindness disability can be accommodated in the organization. For instance, one way in which a person with a disability can be accommodated is through implementing assisting technology such as braille embosser, written materials that are in a format that the employee can access like braille, and implementing the use of a digital recorder and a screen magnifier. The employee can work like any other within the organization through these technological tools.
3. MP-1, The Pregnancy Discrimination Act is used to protect those who are pregnant and for employees to accommodate to their needs. They are to be treated in the same manner as anyone with other medical needs. Pregnant people are entitled to continue working and if they are unable to perform a certain duty or at any time is limited to what they can do, the employer is required to accommodate based on the need.
2. If a pregnant person refuses light work, the next step would be either a leave of absence or medical FMLA depending on how many hours they have worked with the employer. Should the pregnant person not agree, there really isn’t another option other than not working at all. While on leave, jobs must be held open for employees on pregnancy-related leave at least as long as they are held open for employees who take sick or disability leave for other medical conditions.
4. CM-1. Employers are required by law to provide reasonable accommodations to pregnant employees under the Pregnancy Discrimination Act (PDA) and the Americans with Disabilities Act (ADA). This includes providing light-duty work when it is medically necessary for the employee’s health and well-being during pregnancy, as deemed by their healthcare provider. Employers must comply with these regulations and provide the accommodations needed to ensure the safety and well-being of their pregnant employees.
2. If a pregnant worker refuses the light-duty work recommended by their healthcare provider, the employer should have an open dialogue with the employee to understand their reasons for refusal and explore alternative accommodations that would be acceptable to both parties. Employers should document all discussions and efforts made to accommodate the pregnant worker.
If the employee refuses all reasonable accommodations, the employer may need to consider other options, such as placing the worker on unpaid leave or exploring other available benefits or resources. Employers should ensure that actions comply with relevant laws and regulations to avoid potential legal issues.
The post Reasonable Accommodations for Employees with Disabilities and Pregnancy Accommodating Pregnant Workers: Best Practices for Employers appeared first on assignmentscribe.blog.
