Reasonable Accommodation Lawyer in Birmingham, MI

I hear it all the time—someone asks for help at work, and instead of getting it, they get pushed out. Not always directly. Sometimes it’s subtle. Sometimes it’s a flat-out denial. But the result is the same: the employer refuses to work with the employee.

That’s not how the law works. If you have a medical condition or disability, your employer has obligations. They don’t get to ignore your request or make assumptions about what you can and can’t do.

In Michigan, these cases come down to how the employer handled the situation. Did they listen? Did they engage? Or did they shut it down and move on? Those details matter—and they often determine whether the employer followed the law or violated it.

At Batey Law, this is what I do. Reasonable accommodation cases are about facts, documentation, and timing. When an employer refuses to engage in the process, that’s where the legal issues begin.

What Is a Reasonable Accommodation?

A reasonable accommodation is any change to the workplace or the way a job is performed that allows an employee with a medical condition or disability to do their job.

At its core, the law is focused on one question: can you perform the essential functions of your job with support? If the answer is yes, the employer is required to take that seriously.

Definition Under the Americans with Disabilities Act (ADA)

Under the ADA, a reasonable accommodation is:

• A modification or adjustment to the job or work environment
• Provided to a qualified individual with a disability
• That enables the employee to perform essential job functions

The law is not about whether you can do everything exactly the same way as before—it’s about whether you can do the job with reasonable support.

Definition Under Michigan’s PWDCRA

Michigan’s Persons with Disabilities Civil Rights Act (PWDCRA) mirrors many of the same principles as the ADA, but it operates under state law.

It:

• Prohibits discrimination based on disability
• Requires employers to consider an employee’s ability to perform the job
• Recognizes that accommodations are part of that process

Focus on Enabling Employees to Perform Essential Job Functions

Not every task is treated equally under the law.

The focus is on:

• Essential functions of the job—not minor or incidental duties
• What the role actually requires on a day-to-day basis
• Whether adjustments can allow those functions to be performed

Common Misconceptions About Accommodations

This is where a lot of employers—and employees—get it wrong.

A reasonable accommodation does not mean:

• The employee has to be fully healed
• The employer can refuse without discussion
• The employee must perform the job exactly as before
• Accommodations are optional

Who Qualifies for a Reasonable Accommodation?

What Counts as a Disability

Not every medical condition qualifies—but many do. The definition is broader than most people think.

A disability can include:

• Physical or mental impairments
  This can range from mobility issues to chronic health conditions to mental health diagnoses.
• Conditions that substantially limit major life activities
  Activities like walking, working, concentrating, or caring for yourself all count.
• Temporary vs. long-term conditions
  Even temporary conditions may qualify if they significantly limit your ability to function during that period.

Qualified Employees

To be protected under the law, you must be a “qualified” employee.

That means:

• You can perform the essential functions of your job
• With or without accommodation

This is where many cases turn. Employers often assume that if you have restrictions, you can’t do the job. The law requires a deeper analysis—what can you do, and what support would make it possible?

Employer Coverage

Not every employer is treated the same under the law—but most are covered in some way.

• Federal law (ADA) typically applies to employers with 15 or more employees
• Michigan law (PWDCRA) may apply more broadly depending on the situation

Types of Reasonable Accommodations

Job Modifications

Sometimes the solution is adjusting how the job is structured—not eliminating it.

This can include:

• Adjusting duties or responsibilities
• Removing non-essential tasks
• Shifting certain functions to other employees

Schedule Adjustments

Not every accommodation is about the work itself. Sometimes it’s about when the work happens.

Examples include:

• Flexible hours
• Reduced schedules
• Leave as an accommodation

A modified schedule can make the difference between being able to work and being forced out.

Workplace Adjustments

In some cases, relatively small changes to the work environment can have a significant impact.

These might include:

• Equipment or ergonomic changes
• Modified workstations
• Tools or adjustments that support productivity

These accommodations are often low-cost—but high impact.

Reassignment

When an employee can’t perform their current role, reassignment may be an option.

This can involve:

• Temporary reassignment during recovery
• Permanent reassignment to a different role
• Placement in an alternative position within the company

Employers don’t always offer this—but in some cases, they’re required to consider it.

The Interactive Process

What the Law Requires

The interactive process is at the center of every reasonable accommodation case. It’s not optional, and it’s not a one-time conversation.

The law requires:

• Ongoing communication between employer and employee
• A case-by-case evaluation based on the employee’s specific condition and job duties

This is where employers are expected to engage—not assume. The process is meant to find a workable solution, not shut the door.

Employer Responsibilities

Employers have a clear role in making this process work. They can’t sit back or ignore the request.

They are required to:

• Engage in good faith
  That means having a real conversation—not going through the motions.
• Consider reasonable options
  Employers must evaluate accommodations that would allow the employee to perform the job.
• Request appropriate medical information
  They can ask for documentation—but it has to be relevant and reasonable.

Employee Responsibilities

The process isn’t one-sided. Employees also have obligations.

You’re expected to:

• Communicate your needs clearly
  You don’t need legal language—but you do need to make your request known.
• Provide supporting documentation
  Medical information helps define your limitations and what accommodations may work.
• Participate in the process
  This is a back-and-forth. The more engaged you are, the stronger your position.

When both sides participate, solutions are often possible. When one side refuses, that’s when problems arise.

Common Employer Violations

Denying Accommodation Without Discussion

One of the most common—and most obvious—violations is a flat-out denial.

This can look like:

• Immediate rejection of requests
• Failure to consider alternatives

Ignoring Medical Documentation

Medical documentation is supposed to guide the process—not be ignored.

Violations include:

• Disregarding doctor’s restrictions
• Refusing to evaluate limitations

When employers ignore the medical reality, they’re not complying with the law—they’re avoiding it.

Delaying the Process

Delay can be just as damaging as denial.

Common issues include:

• Unreasonable delays in responding
• Using delay as a tactic to avoid accommodating

The law expects timely engagement. Dragging the process out can effectively deny the accommodation altogether.

Retaliation for Requesting Accommodation

This is where things escalate quickly.

Retaliation can include:

• Discipline or termination after a request
• Changes in treatment or job status

How a Birmingham, MI Employment Lawyer Can Help

Evaluating Your Claim

Before anything else, you need to understand where you stand.

An employment lawyer can:

• Identify legal violations based on the facts
• Assess the strength of your case
• Determine whether your employer failed to meet their obligations

Handling Employer Communications

Once a legal issue is on the table, how communication is handled matters.

An attorney can:

• Negotiate accommodations that actually work
• Step in when the employer is unresponsive or unreasonable
• Manage legal strategy from the outset

This shifts the dynamic. Employers tend to respond differently when they know the situation is being taken seriously.

Pursuing Compensation

If your rights were violated, the law provides remedies.

Depending on the situation, that may include:

• Lost wages from termination or missed work
• Emotional distress damages
• Other legal remedies available under federal and Michigan law

When Employers Refuse to Engage, the Law Steps In

Reasonable accommodation isn’t optional—it’s the law. When an employer refuses to engage in that process, they’re not just being difficult—they may be violating your rights.

I’ve seen how these cases unfold. It usually starts with a simple request. What happens next is what matters. Did the employer take it seriously, or did they shut it down?

These cases are won on details. Documentation. Timing. Consistency. When those pieces come together, the law provides real protection—and real remedies.

Speak With Batey Law Today

If your employer denied your request for a reasonable accommodation—or failed to engage in the process—you may have a legal claim. The sooner you act, the better positioned you are to protect your rights.

Batey Law Firm, PLLC
30200 Telegraph Rd., Suite 400
Bingham Farms, MI 48025

📞 Phone: (248) 540-6800
🌐 Website: https://www.bateylaw.com/
📧 Email: sbatey@bateylaw.com