An employer is not, however, required to lower quality or production standards to make an accommodation.Īn effective accommodation also should not put an undue hardship on an employer. Requesting to switch/eliminate certain marginal tasks or perform them in a different way is within the scope of ADA consideration. Likewise, the EEOC notes that “an employer never has to reallocate essential functions of the job as a reasonable accommodation, but can do so if it wishes.” Thus, an accommodation request should not involve changing the core functions of a job description. Employers are not expected to provide “special” privileges that have nothing to do with accommodating an employee’s disability. The goal is for people with disabilities to obtain what they need to do their jobs. Equal Employment Opportunity Commission (EEOC), a reasonable accommodation is “any change in the work environment (or in the way things are usually done) to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment.” The concepts of reasonable accommodation and undue hardship play important roles in the decision to accept or reject an accommodation request.Īccording to the U.S. Prior to examining examples of reasonable accommodations, it can help to have a solid understanding of two key ADA terms. Understanding “reasonable accommodation” and “undue hardship”
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JAN’s trained staff can help with understanding or modifying accommodation requests to achieve a satisfactory outcome. Employers also may wish to contact the Job Accommodation Network. As case-by-case circumstances often come into play, consult legal counsel for specific questions. The following offers a look at some common ADA accommodations. The rest typically cost only $500, and tax incentives are available to help employers cover costs.
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The Job Accommodation Network (JAN) notes that 58 percent of accommodations cost absolutely nothing to make. While exceptions do exist, most reasonable accommodation requests do not prove too costly or difficult to carry out.
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Looking at actual examples of ADA accommodations can ease worries. Not only does such hesitancy deprive qualified individuals of career opportunities, it also subjects the employer to charges of discrimination. Fear of botching the accommodation process can even lead to companies shying away from hiring people with disabilities. Employers may struggle with how phrases such as “reasonable accommodation” and “undue hardship” apply to the situations they encounter. While most organizations with 15 or more workers know they are subject to the terms of Title I of the Americans with Disabilities Act (ADA), confusion sometimes exists regarding accommodation requests.