Reasonable accommodation

Full Answer Section

• Reasonable: The accommodation must be reasonable in terms of cost and difficulty to implement.
• Effective: The accommodation must be effective in allowing the applicant or employee to perform the essential functions of the job.

What are some examples of reasonable accommodation?

Some examples of reasonable accommodation include:

• Providing a sign language interpreter for a deaf employee.
• Providing a wheelchair ramp for an employee who uses a wheelchair.
• Providing flexible work hours for an employee with a chronic illness.
• Providing a quiet work space for an employee with attention deficit hyperactivity disorder (ADHD).
• Providing software that reads text aloud for an employee with a visual impairment.

What happens if an employer does not provide reasonable accommodation?

If an employer does not provide reasonable accommodation, the applicant or employee may file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC will investigate the complaint and may find that the employer violated the Americans with Disabilities Act (ADA). If the EEOC finds that the employer violated the ADA, the employer may be required to provide reasonable accommodation and/or pay damages to the applicant or employee.

Conclusion

Reasonable accommodation is an important part of the ADA. It allows people with disabilities to participate in the workforce and enjoy equal opportunities. If you have a disability and believe that you need reasonable accommodation in the workplace, you should contact the EEOC or an attorney.

Sample Answer

A reasonable accommodation is a change or adjustment to a job or the work environment that allows an applicant or employee with a disability to participate in the application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.

What are the requirements for reasonable accommodation?

The requirements for reasonable accommodation vary depending on the specific disability and the job requirements. However, in general, a reasonable accommodation must be:

• Necessary: The accommodation must be necessary for the applicant or employee to perform the essential functions of the job.