Employer ADA Policy

The ADA applies to a person who has a physical or mental impairment that substantially limits one or more substantial life activities (such as sitting, standing, or sleeping) (O'Brien, 2004). The ADA also protects a person with a history of a substantially limiting impairment due to which, Karina can be considered as disabled as she has gained weight due to her medical conditions which requires her to take steroids along with other medications. These medications are the reasons due to which Karina is suffering from side effects of water retention and weight gain. This is the reason she cannot abide by the company's policy of wearing stockings and high heels as she has circulatory issues. Her extra weight has an impact on her back when she wears high heels. Her doctor has also advised her not to wear stockings and high heels because of her medical problems. The reasonable accommodations, which can be, offered to Karina are to excuse her from the office policy of wearing high heels and stockings so that she does not hurt her back.

From an ADA policy, standpoint what would your ideal be in terms of an employer ADA policy? What would your ideal be as to what the employee, Karina, should be told by the HR Department as pertains to her rights and obligations pursuant to the ADA?
The employee asking for accommodations, in this case Karina must present her medical proof so that employers can make sure that the employee is telling the truth. After that, Karina must be explained that she can be given accommodations. However, there are still some factors as per the ADA policy in which accommodations cannot be provided to her. If that accommodation asked by the employee is seen as undue hardship for the company, then the employer can refuse to provide those accommodations. Factors to be considered for undue hardship