Yes, reassignment can be a reasonable accommodation for disabled employees who cannot be accommodated in their current jobs. The employer must offer the employee any currently vacant position that he or she is minimally qualified for. If the employee accepts the position, he or she also accepts the pay and benefits that come with that position, even if they are lower.
The ADA does not require employers to promote employees as an accommodation or to create new positions for them.
Don’t let the ADA get the best of your managers and supervisors. We have FYI’s, seminars, and employment law attorneys who can assit you. Members can go directly to our ADA Toolkit.