Hrm/531 Week 2

To ensure that no discrimination exists when accommodations are requested due to religious and disability requirements, one must first be knowledgeable of the law itself. When reviewing requests for accommodations, individuals must submit the appropriate documentation to the Americans with Disabilities Act (ADA) coordinator which should include recommendations from a medical provider when the request is due to a disability. The key word in the ADA is “reasonable”. Employers are to provide reasonable accommodations; therefore, it is critical to evaluate the recommendations prior to making a decision. Also, never tell an employee that you can not provide accommodations. If the request is one that is unreasonable, present an alternate solution to the request.
Next, there may be employees who do not celebrate certain holidays, in which some employers host parties to celebrate. Employees who request an exemption from attending due to religious beliefs should be accommodated without any adverse action being taken, and without publicizing their preferences. Instead of attending the event, they are allowed to continue working; however, if meals are provided they have all rights as other employees to participate in this portion of the event, even if it means taking the food back to their office area. In summary, understanding the law is key, and ensuring that extensive research is conducted prior to responding to a request can be the difference between a lawsuit and a satisfied employee. The objective of reasonable accommodations is to ensure that all people are treated equally, no matter the disability or religious