About Skin Conditions
The skin is the body’s largest organ and functions to protect the body from irritants. When encountering an irritant, signals are sent to the brain to isolate and destroy the irritant often causing redness, swelling, fever, and itching. In the case of some skin conditions, such as contact dermatitis, this reaction is caused when coming into contact with an external trigger. Other conditions like eczema, psoriasis, and scleroderma produce similar manifestations in response to an internal immune system trigger.
Limitations associated with skin conditions can include light sensitivity, suppressed immune system, skin irritations, fine and gross motor movement, mobility, temperature sensitivity, pain management, and stress management.
Skin Conditions and the Americans with Disabilities Act
The ADA does not contain a list of medical conditions that constitute disabilities. Instead, the ADA has a general definition of disability that each person must meet. A person has a disability if he/she has a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or is regarded as having an impairment. For more information about how to determine whether a person has a disability under the ADA, see How to Determine Whether a Person Has a Disability under the Americans with Disabilities Act Amendments Act (ADAAA).
Accommodating Employees with Skin Conditions
For people with skin conditions and related limitations, the degree of limitation will vary among individuals. Be aware that not all people with skin conditions will need accommodations to perform their jobs and many others may only need a few accommodations. The following is only a sample of the possibilities available. Numerous other accommodation solutions may exist.
Questions to Consider:
- What limitations is the employee experiencing?
- How do these limitations affect the employee and the employee’s job performance?
- What specific job tasks are problematic as a result of these limitations?
- What accommodations are available to reduce or eliminate these problems? Are all possible resources being used to determine possible accommodations?
- Has the employee been consulted regarding possible accommodations?
- Once accommodations are in place, would it be useful to meet with the employee to evaluate the effectiveness of the accommodations and to determine whether additional accommodations are needed?
- Do supervisory personnel and employees need training?
Situations and Solutions:
A waitress with psoriasis did not want to wear the short sleeved uniform required under her employer’s dress code because her arms had an obvious rash
The employer modified the dress code for the waitress and allowed her to wear a long sleeved version of the uniform.
A retail clerk with a skin disorder had been leaving flaking skin around the store.
HR talked with the employee and he agreed to wear a long sleeve t-shirt under the company uniform, which was a short-sleeved polo shirt.
A chef could no longer wear latex gloves due to an allergy that developed from shingles on her arm.
He was accommodated with latex-free gloves.