A construction worker claims a back injury prevents them from lifting over 25 pounds. Under the ADA, which would be considered a reasonable accommodation?
Correct Answer
C) Providing mechanical lifting aids or reassigning heavy lifting tasks
Reasonable accommodations include providing assistive devices or modifying job duties when possible. The accommodation must not create undue hardship but should enable the employee to perform essential job functions.
Why This Is the Correct Answer
Option B represents a true reasonable accommodation under the ADA because it provides practical solutions that enable the employee to continue working while addressing their disability. Mechanical lifting aids, team lifting, or reassigning specific heavy lifting tasks to other workers are modifications that don't fundamentally alter the job or create undue hardship for the employer. These accommodations allow the employee to perform the essential functions of their construction job while working within their physical limitations.
Why the Other Options Are Wrong
Option B: Reducing the employee's salary proportional to reduced capabilities
Permanently excusing an employee from ALL lifting requirements goes beyond reasonable accommodation and could fundamentally alter the essential functions of a construction job, which typically involves some degree of lifting and physical labor.
Option D: Permanently excusing the employee from all lifting requirements
Automatic termination without exploring reasonable accommodations is illegal under the ADA - employers must engage in an interactive process to determine if accommodations are possible before considering termination.
Memory Technique
Think 'HELP not HURT' - reasonable accommodations should HELP the employee continue working, not HURT them through reduced pay or automatic termination
Reference Hint
Florida Building Code Chapter 1, Section 107 - Construction Documents and Inspections, or ADA Compliance sections in construction law references
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