Remote work, also called telecommuting or working from home, has become increasingly common these days. One reason is that technology makes it easier for employees to perform their jobs without setting foot in a physical workplace.
Under California’s Fair Employment and Housing Act (the “FEHA”), employers may be required to provide remote work as a reasonable accommodation to an employee with a disability.
If you are seeking remote work as a reasonable accommodation, ask yourself these questions before you approach your employer:
- Are other employees (with or without disabilities) at your workplace permitted to work remotely? If so, approximately how many?
- Can you perform the essential functions of your job remotely?
- Did you previously work remotely at your current job, and if so, did you competently perform your work?
- Do the essential functions of your job require frequent in-person interactions or can these interactions be conducted just as effectively via telephone or videoconference?
- Does your employer have the technological capabilities that would permit you to work remotely? If not, would obtaining those technological capabilities impose an undue hardship on your employer?
If you have questions about remote work or other reasonable accommodations, call (916) 612-0326 or email ([email protected]) Finley Employment Law today. Finley Employment Law serves clients throughout California, including Sacramento, Roseville, Davis, Folsom, and Elk Grove.
The information in this blog post is for general informational and advertising purposes only and is not, nor is it intended to be, legal advice. Instead, you should speak with a California employment attorney for advice regarding your individual situation.