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What's "reasonable" depends on cost. Suppose I have concerns about eye strain. Is it reasonable for me to demand that my employer install skylights? Probably
by ineptech 5y ago
What's "reasonable" depends on cost. Suppose I have concerns about eye strain. Is it reasonable for me to demand that my employer install skylights? Probably not. Is it reasonable for me to demand a brighter desk lamp for my cube? Probably so. And when the cost is negligible, I don't think I should need a doctor's note; "I want a brighter lamp for health reasons" ought to be enough, even if my concerns are based on nothing more than a Facebook post I read.
The crux of the issue, then, is whether the cost to OP's employer to allow OP to wfh is negligible or not. And I am assuming OP's position would be that their performance last year proves the cost is negligible, not that they demand an accommodation despite the cost.
- gnicholas 5y agoI believe the framework of "reasonable accommodation" only applies in the context of employees with disabilities. I'll again say that I'm not an employment lawyer, but I do work in the accessibility world and have only heard "reasonable accommodations" discussed in regard to the ADA. There may be some broader context where this framework also applies, but absent that there wouldn't be a 'hook' to get it to apply to COVID-related WFH.