Tips to Help You Evaluate Reasonable Accommodations
By Deb Hossli, Senior Consultant, Shaw HR Consulting
Can an employer accommodate a custodian who has a no heavy lifting restriction if the essential job functions include taking out trash, vacuuming, mopping, and moving furniture? To get to a yes in this situation, employers need more information. What one person considers heavy lifting might not be heavy for another, which is why individual assessments are not only required but also helpful for creating understanding between the employee and employer.1 Employers need to understand what “heavy” means for the employee and should clarify other vague work restrictions, such as “repetitive” or “forceful.”
They need specific information from healthcare providers about work restrictions, leave needs, and duration so employers can explore all accommodations and determine what is best for the employee and organization.
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