Step-by-step explanation:
The phrase "burden shifts to employer to offer legitimate, non-discriminatory reasons" refers to a legal concept called the burden of proof. In this context, the burden of proof is on the employer to provide valid and non-discriminatory justifications for not accommodating the plaintiff.
When a plaintiff brings a claim of discrimination or failure to accommodate, the burden of proof initially rests on the plaintiff to demonstrate that they have a legitimate claim. However, if the plaintiff is able to establish a prima facie case (a case with sufficient evidence), the burden then shifts to the employer to offer legitimate, non-discriminatory reasons for their actions.
To accommodate the plaintiff means to make adjustments or provide support that would allow the plaintiff to perform their job or participate in an activity without facing discrimination or undue hardship. Accommodations can include changes to work hours, duties, or environment, as well as providing assistive devices or support services.
In summary, when the burden shifts to the employer to offer legitimate, non-discriminatory reasons to accommodate the plaintiff, it means that the employer must provide valid justifications for their actions or decisions regarding the plaintiff's accommodation. This ensures fairness and prevents discrimination in the workplace or other settings.