Thank you for your question. I look forward to working with you to provide you the information you are seeking for educational purposes only.
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As an HR director, there are many laws they need to be concerned with, the Fair Labor Standards Act, the Americans with Disabilities Act, the Family and Medical Leave Act, the workers compensation
laws and the various discrimination laws. However, I am seeing that the initial question you posed really is not what you are seeking or asking about.
Under the ADA, an employer must provide a reasonable accommodation to an employee
who has a qualified disability. A qualified disability is one that permanently impairs a major life function, it is not just a temporary or transient disability. A reasonable accommodation is one that may not necessarily be the exact accommodation the employee wants but is one that allows the employee to perform their job duties. The employer does not have to incur any expense in providing accommodation nor do they have to create any new positions. However, a transfer or accommodations in a current position can both be considered reasonable depending on the specific situation.
The key to an accommodation is that the employee has to be able to perform their job functions with the accommodations, so if the employer would have given you accommodations and you could not still do your regular job, they have a right to put you into a position where there may be less work, but also pay you less because of that less work being required. So if you could have performed all duties of your position if they granted reasonable accommodation, then you need to file your complaint with the EEOC and they have to issue you a right to sue letter before you can sue in court.