Helpful Tips on Dog Guides in the Work Place
Title I of the Americans with Disabilities Act (ADA) applies to all private employers with 15 or more employees as well as to state and local government employers. In addition, the Rehabilitation Act provides the same protections for federal employment. And most states have their own laws prohibiting employment discrimination on the basis of disability. Some of these state laws apply to smaller employers and may provide protections in addition to those available under the ADA. The U.S. Equal Employment Opportunity Commission (EEOC) enforces the employment provisions of the ADA.
Unlike Title III of the ADA, which deals with public access issues, Title I does not require automatic access for service animals in the work environment. Instead, allowing a service animal into the workplace would be a form of reasonable accommodation. What this means is that the employer must consider allowing an employee with a disability to use a service animal at work unless doing so would result in an undue hardship.
When an employee requests to use a dog guide and the employer needs information to help determine effective accommodations, the employer can request documentation that indicates that the animal has been trained as a service animal. The Seeing Eye will readily provide its graduates with the appropriate documentation upon request.
For more information, contact The Seeing Eye Advocacy Council toll-free at 1-800-539-4425 or email firstname.lastname@example.org.