An often perplexing and frustrating area of the law for federal managers is disability discrimination and reasonable accommodations. As the law has evolved, so too has the federal workforce and employee medical impairments. More often today, employees–whether veterans suffering from the non-obvious mental impairments associated with post-traumatic stress disorder or aging federal workers plagued with a whole host of physiological maladies–cannot simply be accommodated with wheelchair ramps, ergonomic desk chairs, or adjusted schedules.
With the prevalence of physical and mental impairments in the workplace, it is easy for a federal manager to unknowingly discriminate against a disabled employee by failing to provide a reasonable accommodation. To read this article, click here.
In part 2 of his series on job restructuring, the author explores how job restructuring could affect other employees. To read this follow-up article, click here.
In what ways have you seen your agency meet their reasonable accommodation responsibilities?
Have you seen co-workers asked to shoulder heavier workloads to accommodate a disabled employee? Has such action affected morale or accomplishment of the agency mission? How has management countered any unintended negative effects?