Seeking to dispel the myth that attorneys with disabilities are less competent or less productive than other attorneys, the Equal Employment Opportunity Commission (EEOC) issued a new fact sheet on May 23, underscoring how the reasonable accommodation obligation under the Americans with Disabilities Act applies to attorneys.

The fact sheet addresses the rights and responsibilities of both lawyers with disabilities and those who employ them in addressing reasonable accommodation issues. Reasonable accommodation refers to any change in the work environment or in the way things are customarily done that enables a job applicant or employee with a disability to have equal employment opportunities.

The publication, available on the Web at www.eeoc.gov/facts/accommodations-attorneys.html, uses real life examples to illustrate accommodations for attorneys with a wide spectrum of disabilities, including learning disorders, vision and hearing impairments, cerebral palsy, bipolar disorder, asthma and chronic fatigue syndrome.

For example, it describes Roger, the general counsel of a major corporation, who develops macular degeneration. He requests the services of a reader, explaining that his eyesight no longer permits him to read the many documents and contracts he reviews as part of his job. The company agrees to his request as a reasonable accommodation for his disability.

“Many legal employers recognize the importance of flexibility to remain competitive in hiring the best attorneys,” said EEOC Chair Cari M. Dominguez. “Providing reasonable accommodation is an extension of this successful strategy.”