Fred Fortugno, who is well known in the polo world for his sportsmanship and encouragement, tells the story best.  Once he had the chance to buy a polo pony called Burrito who had a club foot.  The vet who checked out the prospective purchase, recommended against the deal -- given the polo pony's decided "disadvantage," and the likelihood he would come up lame.

Others were not so daunted, and Burrito played for some of the greatest polo players in the sport.  This 'blindingly fast' black bullet won numerous Best Playing Pony awards including several in top international matches.  Polo legend Memo Gracida called him "one of the top ten polo ponies in the world."

 

 

If an employee has a disability and needs to be accommodated, do so!  Bear in mind, that the accommodation need only be reasonable, not an undue hardship on the employer.  Undue hardship factors in significant difficulties or expense as gauged against a company's size or financial wherewithal.

Remember, employers need not lower their quality standards to accommodate disabilities.  They also are not required to provide personal items like glasses or hearing aids.

 

For a list of easily achieved accommodations, see our sidebar at left.

 

One way to accommodate a qualified employee who has a disability is to provide them leave time under the Americans with Disabilities Act (ADA) and/or the Family Medical Leave Act (FMLA).  If the employee has a serious health condition due to illness, injury, impairment or a physical or mental condition, they may be eligible for short term, long term, hourly, or intermittent leave. 

Remember that while these laws sometimes overlap, employees are sometimes covered under the FMLA, but not the ADA since their health condition may not amount to a disability under the ADA.  Consult your local lawyer for case by case determinations.