heart disease reasonable accommodations federal employees

This blog post will explain the rights of federal employees with heart conditions in the workplace.

Our reasonable accommodations lawyers discuss what qualifies you for an accommodation for heart disease, reasonable accommodations for federal employees, and how to make a successful request. 

For assistance, please contact us online or call (800) 801-0598 today.

What Laws Provide Heart Disease Work Accommodations?

Two federal laws—the Americans with Disabilities Act (ADA) and the Rehabilitation Act (Rehab Act)—are the primary sources of the benefits and protections available for employees with heart conditions.

The ADA is typically the better-known law of the two. Under this 1990 law, employers must provide equal employment opportunities to employees with disabilities. 

These opportunities include:

  • Banning discrimination against qualified employees who have physical or mental disabilities, and
  • Providing employees with disabilities the reasonable accommodations needed to perform their jobs.

Under the ADA, a person is considered disabled if they have a physical or mental impairment that substantially limits participation in major life activities such as seeing, speaking, breathing, working, and operating standard bodily functions.

The ADA applies to private sector and non-federal government employers nationwide with at least 15 employees. Most employees don’t realize that the ADA is based on an earlier disability rights law, the Rehab Act. 

The Rehab Act uses the same qualifying criteria for disability as the ADA and offers workers the same rights and protections. However, it applies exclusively to federal agencies, employers, and programs receiving federal financial assistance.

Unlike the ADA, the Rehab Act doesn’t have a size requirement for coverage. All federal workers employed by an entity of any size can access equal opportunity employment benefits due to a disability.

Is Heart Disease a Disability Under the ADA?

Heart disease is a general term that can refer to several different types of conditions impacting the heart, including coronary artery disease, heart arrhythmias, congenital heart defects, cardiomyopathy, and valvular heart disease.

Each type of heart disease has its own specific set of symptoms. Since these symptoms often impair employees engaged in typical life activities, heart disease is generally considered a disability under federal law.

Even if an employee manages their heart disease symptoms with medication, the condition still qualifies as a disability if it would impair them without medical intervention.

Is High Blood Pressure a Disability Under the ADA?

High blood pressure (hypertension) is another heart condition that can qualify as a disability under federal law. 

High blood pressure happens when the heart has to work harder than normal to pump blood, pushing against the walls of your arteries more forcefully. 

If untreated, high blood pressure can lead to:

  • Headaches,
  • Shortness of breath,
  • Nosebleeds,
  • Vision disruption or loss,
  • Cognitive challenges, and
  • Heart attack or stroke.

Employees with high blood pressure may not experience symptoms all the time. However, even if high blood pressure episodes happen only occasionally, they can still qualify as disabling.

Under federal disability law, medical conditions that are episodic or in remission are considered disabilities if they impact significant life activities or work performance when active.

What Do Reasonable Accommodations for Heart Disease Look Like?

Heart disease reasonable accommodations for federal employees can take many forms depending on the type of impairment your condition involves. 

Here are some typical limitations that employees with heart disease face, along with potential adjustments to address them:

  • Low stamina or increased fatigue. Reducing or eliminating physically demanding tasks can help employees who are quickly tired because of their condition. Employees with severe fatigue episodes may benefit from flexible scheduling and having the option to work from home.
  • Dizziness or fainting. Employees with heart disease can be at risk of lightheadedness or fainting spells when standing too long or moving too quickly. Offering additional breaks, chairs with armrests, and grab bars in restrooms can help support employees and prevent injury.
  • Motor limitations. Ergonomic tools and equipment can help employees who can’t perform certain manual or physical tasks due to their heart condition. These include grip aids, reacher tools, speech recognition software, specialized keyboard equipment, and lifting devices.

Some of these adjustments may also help employees impacted by high blood pressure. 

Additional reasonable accommodations for high blood pressure could include:

  • Scheduled breaks for stretching and walking,
  • Access to on-site fitness facilities,
  • Adjustments to make work schedules more consistent,
  • Relocation away from loud, stressful work areas that aggravate conditions, 
  • Flexibility to work remotely during high blood pressure flare-ups, and
  • Leave time to seek medical treatment.

Many other types of accommodations may also be possible. As long as the change doesn’t place an undue financial or administrative hardship on your employer, it’s a viable option under federal law.

Tips for Requesting Accommodations for Heart Disease in the Workplace

Getting a workplace disability accommodation can start as simply as a conversation with your boss. 

Here are some tips to set you up for success:

  • Put it in writing. Although accommodation requests can be verbal, it’s a good idea to have a record of the process.
  • Be clear and specific. You don’t have to disclose the particular disability to your boss. But it’s good to be concrete about your limitations and how they affect your performance.
  • Suggest accommodations. You know your needs best. Open with specific adjustments you have in mind so that your boss can consider them and get the process moving.
  • Include documentation from a medical professional. This isn’t required, but many employers request it before approving accommodations. Having documentation ready can reduce time and back and forth.

If your employer denies your initial request, it’s not the end of the road. Your employer may simply want more medical documentation or be unable to fulfill a specific request. Getting a disability accommodation is an interactive process that usually involves some compromise.

Struggling to Get the Accommodation You Need? Contact Us

If your employer repeatedly refuses or ignores your request for accommodations, it’s time to contact a federal employment attorney. At Pines Federal, our attorneys have six decades of experience navigating the ins and outs of federal employment law.

As advocates dedicated to the unique challenges of federal employees, we have the legal insights and on-the-ground experience to help you negotiate with your employer to get the accommodations you need. Contact our office online or call (800) 801-0598 today to discuss your case.