ions or over all comfort level the employee’s condition may yield, unless such a remedy would be out of the company’s affordability or resources. While most assume that accommodations are exclusive to making changes in the workforce in terms of job perfoThere has also been some confusion regarding how employers may make their workplace environment accessible to persons with disabilities. Unfortunately, certain employers have attempted in the past to skirt around hiring a disabled person usually claiming the disability interfered with the employee’s capacity to co-exist in the workplace environment. The passage of the Americans With Disabilities Act in the 1990’s provided guidance for employers wishing to help employees with disabilities and taking the ammo out of the guns of those looking to preclude disabled people from their business.

The Americans With Disabilities Act states, in part, that employers must provide reasonable accommodation to a handicapped employee provided the accommodation does not provide an undue hardship on the employer. What this means is that if an employee has a disability that affects life activities and workplace productivity to a significant degree, the employer must provide a remedy to any impediments to job conditions or over all comfort level the employee’s condition may yield, unless such a remedy would be out of the company’s affordability or resources. While most assume that accommodations are exclusive to making changes in the workforce in terms of job perfor

the disability interfered with the employee’s capacity to co-exist in the workplace environment. The passage of the Americans With Disabilities Act in the 1990’s provided guidance for employers wishing to help employees with disabilities and taking the ammo out of the guns of those looking to preclude disabled people from their business.

The Americans With Disabilities Act states, in part, that employers must provide reasonable accommodation to a handicapped employee provided the accommodation does not provide an undue hardship on the employer. What this means is that if an employee has a disability that affects life activities and workplace productivity to a significant degree, the employer must provide a remedy to any impediments to job conditions or over all comfort level the employee’s condition may yield, unless such a remedy would be out of the company’s affordability or resources. While most assume that accommodations are exclusive to making changes in the workforce in terms of job perfo

ammo out of the guns of those looking to preclude disabled people from their business.

The Americans With Disabilities Act states, in part, that employers must provide reasonable accommodation to a handicapped employee provided the accommodation does not provide an undue hardship on the employer. What this means is that if an employee has a disability that affects life activities and workplace productivity to a significant degree, the employer must provide a remedy to any impediments to job conditions or over all comfort level the employee’s condition may yield, unless such a remedy would be out of the company’s affordability or resources. While most assume that accommodations are exclusive to making changes in the workforce in terms of job perfo

es not provide an undue hardship on the employer. What this means is that if an employee has a disability that affects life activities and workplace productivity to a significant degree, the employer must provide a remedy to any impediments to job conditions or over all comfort level the employee’s condition may yield, unless such a remedy would be out of the company’s affordability or resources. While most assume that accommodations are exclusive to making changes in the workforce in terms of job perfoions or over all comfort level the employee’s condition may yield, unless such a remedy would be out of the company’s affordability or resources. While most assume that accommodations are exclusive to making changes in the workforce in terms of job performance, the reality is that reasonable accommodation actually refers to far more sweeping and inclusive workplace issues.

One such issue deals with fire alarms. When it comes to employees who are deaf, the ability to hear a fire alarm is an impossibility. There needs to be a back up, so to speak, that alerts hearing impaired employees of an alarm going off. A fire alarm strobe is the perfect solution to such an issue and it does not cause any undue hardship to an employer.

A fire alarm strobe is exactly what its name would suggest. A strobe light is attached to the alarm and when the alarm is sounded, the flashing, blinking, even spinning lights provide a clear visual notification that an alarm has been engaged and activated. With the aid of the flashing lights, a deaf person would be quickly alerted to the safety hazard of a fire having broken out and would be able to react accordingly. The inclusion of a fire alarm strobe to a business fire alarm system allows for the safety of welfare of