Fearlessly Going to Combat for The Underrepresented

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Reasonable Accomodation

Reasonable accommodation is when a work environment needs to be adjusted to accommodate a qualified applicant or employee with a disability or religious belief the opportunity to apply, perform their job functions, and equally enjoy the benefits of employment that others enjoy. At Moosbrugger Law, we proudly represent those who have been denied employment or a fair advantage at work due to discrimination. Located in Phoenix, AZ, we fight for the disabled and those with strong religious beliefs nationwide.

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Accommodations for Those with Disabilities

People with disabilities who are qualified for a job have the right to enjoy the same opportunities that able-bodied employees do. Whether in the application process or while at work, reasonable accommodations must be made to ensure anyone with a disability is safe and treated equally to their fellow applicants or co-workers. Failure to provide accommodations is a violation of the ADA unless the accommodations were considered unreasonable and would impose an undue hardship on the operation of the business.

Reasonable accommodations for the disabled according to the ADA include:
acquiring or modifying equipment or devices
job restructuring
modified work schedules
reassignment
adjusting or modifying examinations, training materials, or policies
providing readers and interpreters
making the workplace readily accessible to and usable by people with disabilities.

Accommodations for Those with Sincerely Held Religious Beliefs

Religious discrimination involves treating an applicant or employee unfairly due to their religious, moral, or ethical beliefs. It is a federal law (Title VII of the Civil Rights Act of 1964) that employers cannot discriminate against someone due to their religious beliefs. This includes hiring, firing, promotions, job benefits, and more. Employers are required to provide reasonable accommodations for those with sincerely held religious beliefs unless they would cause an extensive burden on the operation of the business.

Reasonable accommodations according to the EEOC include:
flexible scheduling
voluntary shift substitutions or swap
job reassignments
modifications to workplace policies or practices.

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What is an Undue Hardship?

Employers are required by law to provide reasonable accommodations for applicants or employees with disabilities or sincerely held religious beliefs. However, it is not required if it would be considered an undue hardship for the operation of the business. Undue hardships include being unduly costly to implement, extensive, overly disruptive, or would fundamentally alter the nature of the business.

With exceptional legal skills, practical solutions, and professional integrity, we will help you navigate your employment law matters.

Do you believe you have a case? Please call our office at 602-845-9733 or send us a message and we will be in touch.

Moosbrugger Law, Phoenix Arizona

Business Hours:

Monday – Friday
9:00 a.m. – 5:00 p.m.

Contact Info:

Phone: 602-845-9733
Email:

matthew@moosbrugger-law.com