Chapter 3

Concept and Brief Discussion:

Reasonable Accommodation: This refers to situations where an employer is, "obligated to do something to enable an otherwise qualified person to perform a job " (p. 72). This can include many things and can sometimes lead to conflict between worker and employer. In most cases, however, this principle is not a problem in the workplace and allows for more diversity in an organization. As long as the accommodation does not present an undue hardship on the employer, he or she should do what they can to provide reasonable accommodation for employees. An example in the book of this principle is from a case involving Electrolux Group. Some Muslim workers from this company complained that they were being disciplined by management because of their observance of religious beliefs. The Muslim workers were taking unscheduled breaks as prayer time to comply with their 5 X a day prayer belief. Ultimately, it was found that the employer needed to be more accommodating due to their strict religious observance desires. Better communication between employers and employees in the hiring proccess would have helped prevent problems like this.

The Hook:

As part of a support team that is assisting medical staff working on patients in surgery, one of its workers demands that they be relieved and replaced during the middle of a procedure. The worker desires to observe the scheduled prayer in his religion. The medical staff mentions to the worker that he cannot be accommodated in that manner in the middle of the procedure. The worker gets angry, but decides to stay in the operating room. The worker decides to file a complaint against the medical team, saying they did not try to accommodate for his situation. When does reasonable accommodation become unreasonable and who decides this line? How does this principle affect other workers in the organization? Does it cause conflict between workers?

Key Points to Elicit in Conversation:

The concept of reasonable accommodation can be useful when trying to provide an emotionally safe and flexible organization for employees. Applying this concept will promote more equal employment opportunities and a generally more diverse workplace. It is important to note that communication in the hiring proccess is key to understanding potential accommodations for employees, and an examination of the organizational and operational structure of your own company may need to be done to ensure that conflicts will not arise.

Facilitiative Questions:

How have the companies you've worked for made reasonable accommodations for you or another employee?