Springboard receives many calls from employers about concerns relative to candidate or employee requests for assistive technology as their #accommodation. With advances in technology, we are seeing the lines blurring between what’s considered assistive technology and what’s considered just a gadget. For instance, a tablet could be used to play music or games but it could also be used as a translator or a navigation tool. Although you would think the multiplicity of functions would make these types of accommodations easier for employers, it seems to be making it more complex eliciting new questions about what’s reasonable.
What do you think?
This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.