In the dynamic workforce of Texas, employers and employees alike strive for a workplace that is innovative, productive, and inclusive. Yet, outdated perceptions about employees with disabilities continue to persist, creating unnecessary barriers and preventing businesses from tapping into a vast talent pool.
It’s time to set the record straight. As a Texas employee, understanding the truth behind these common myths is not just about compliance—it’s about fostering a culture of respect, fairness, and excellence.
Myth #1: Accommodating a disabled employee is too expensive.
The Truth: This is perhaps the most widespread and damaging misconception. In reality, most accommodations are not only affordable but often free. The Job Accommodation Network (JAN), a leading source of guidance on workplace accommodations, reports that over half of all accommodations cost absolutely nothing. The rest typically cost around $500.
Examples of reasonable accommodations are often simple, low-cost adjustments like flexible work schedules, a modified desk height, or providing a specialized keyboard. Furthermore, many businesses in Texas may be eligible for tax credits or other incentives that help offset the cost of accommodations, making inclusive hiring a smart financial decision.
Myth #2: Employees with disabilities are less productive or reliable.
The Truth: Decades of data prove the opposite. Studies consistently show that employees with disabilities have equal or higher performance ratings, better attendance records, and lower turnover rates than their non-disabled peers.
Why? Often, because these employees bring a unique sense of loyalty, persistence, and creative problem-solving honed from navigating a world that isn't always designed for them. Companies that embrace disability inclusion often see a direct boost in their bottom line, with some studies showing higher revenue and net income for more inclusive firms.
Myth #3: You have to lower performance standards for disabled employees.
The Truth: The law is clear on this. The Americans with Disabilities Act (ADA) and the Texas Labor Code do not require employers to lower performance standards. They simply require that employers provide reasonable accommodations to allow a qualified individual to perform the "essential functions" of a job.
This means that a person with a disability must still be able to meet the same expectations as any other employee. Performance management, disciplinary action, and termination rules apply to all employees equally, provided the action is not related to their disability or a request for a reasonable accommodation.
Myth #4: It's just a matter of compliance.
The Truth: While state and federal laws protect disabled employees from discrimination, true inclusion goes beyond legal requirements. Hiring people with disabilities is a strategic business decision. It diversifies your workforce, enhances problem-solving capabilities, and expands your customer base. An inclusive company culture is more empathetic, innovative, and resilient.
Take Action: Know Your Rights and Stand Up for Fairness
For Texas employees, awareness is your first line of defense. Know that you have rights under both federal and state laws to be protected from discrimination based on disability. If you believe your rights have been violated—whether through a refusal to provide a reasonable accommodation, harassment, or wrongful termination—don't wait.
Navigating these complex legal issues can be intimidating. If you have been treated unfairly because of a disability, it is critical to seek professional legal guidance. Hommel Law Firm is a trusted advocate for Texas workers, with extensive experience in disability discrimination cases. We'll help you through the process of ending employer discrimination and help you pursue compensation for the damages you have suffered.
Contact us today at (903) 412-3788 today to learn how we can help you understand your options and fight for the justice you deserve.