Abstract
This column addresses an employer's obligations when a dental assistant requests an accommodation for a medical condition that makes prolonged standing difficult. Both the federal Americans with Disabilities Act (ADA, for 15+ employees) and the Michigan Persons with Disabilities Civil Rights Act (PDCRA, for 1+ employee) mandate providing a "reasonable accommodation" unless it poses an "undue hardship". The employer must initiate the "interactive process"—a good-faith dialogue—to identify the employee's limitations and explore feasible accommodations. Medical documentation can be requested to substantiate the need. Examples of reasonable adjustments include providing a stool, offering schedule flexibility, or reassigning non-essential duties. Undue hardship is relative to the practice's size and resources; while a costly renovation might be undue, providing a stool is likely reasonable. Failure to engage in this process can expose the practice to legal claims.
Recommended Citation
Schafer, Jodi SPHR, SHRM-SCP
(2025)
"Staff Matters: My Dental Assistant Asked for a Work Accommodation — What Are My Obligations?,"
The Journal of the Michigan Dental Association: Vol. 107:
No.
11, Article 8.
Available at:
https://commons.ada.org/journalmichigandentalassociation/vol107/iss11/8
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