4.06. Reasonable Accommodation: General Instruction
What this document covers
The Reasonable Accommodation: General Instruction form provides guidelines under the Americans with Disabilities Act (ADA) for accommodating individuals with disabilities in the workplace. It outlines what constitutes a reasonable accommodation, the responsibilities of employers and employees, and the conditions under which accommodations are considered reasonable. This form is essential for ensuring equal employment opportunities for individuals with disabilities while safeguarding employers' rights and obligations.
Key parts of this document
- Definitions of reasonable accommodation and what constitutes a disability.
- Factors determining the reasonableness of an accommodation, including effectiveness and cost.
- Examples of potential accommodations that do not alter essential job functions.
- Legal references to relevant cases from the 7th Circuit Court that provide context.
- Consideration of the impact of accommodations on other employees.
When to use this document
This form should be used when an employer or employee needs to request or discuss reasonable accommodations under the ADA. Common scenarios include situations where an employee has a disability that affects their work performance or environment, or when applying for a job. This form helps clarify the expectations and responsibilities of both parties regarding accommodations in the workplace.
Who can use this document
- Employees or job applicants with disabilities seeking accommodations.
- Employers responsible for providing reasonable accommodations in compliance with the ADA.
- Human resources professionals involved in accommodation requests.
How to prepare this document
- Identify the parties involved: Clearly state who is requesting the accommodation and the employer's information.
- Specify the accommodation requested: Describe the changes needed to support the individualâs work capabilities.
- Document the impact: Include information on how the disability affects work performance.
- Provide supporting details: Attach any relevant documentation or recommendations from healthcare providers if applicable.
- Review and sign: Ensure all parties understand the contents and agree to the terms outlined.
Notarization requirements for this form
This form usually doesn’t need to be notarized. However, local laws or specific transactions may require it. Our online notarization service, powered by Notarize, lets you complete it remotely through a secure video session, available 24/7.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Mistakes to watch out for
- Failing to provide sufficient detail about the disability and its impact on work performance.
- Overlooking the essential functions of the job when proposing accommodations.
- Not considering the potential impact of accommodations on co-workers.
- Neglecting to document conversations and agreements regarding accommodations.
Why complete this form online
- Convenient access to a legally compliant format that can be easily downloaded and modified.
- Editable templates allow for specific customization based on individual circumstances.
- Reliable guidance based on the latest legal standards and case law.
Legal use & context
- This form is intended to help both employees and employers navigate the complexities of the ADA.
- Understanding the implications of reasonable accommodation can prevent disputes and ensure compliance with federal laws.
- Employers are encouraged to be proactive in addressing accommodation requests to foster an inclusive work environment.
Key takeaways
- The Reasonable Accommodation form is essential for ensuring compliance with the ADA.
- Both employees and employers have clear roles when it comes to requesting and providing accommodations.
- Proper documentation and communication are vital to facilitate the accommodation process.
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FAQ
The agency may reject an employee's request for a reasonable accommodation for the following reasons: The employee is not an individual with a qualifying disability.The employee is unable to provide requested documentation from a medical professional that demonstrates that he/she has a qualifying disability.
Dear Mr./Ms. (Contact at Human Resources Department): I work at (Company Name) as a (Your Job Title) and have been in this position since (Date). I am writing to request that you provide (list accommodation needed here) as a reasonable accommodation under the ADA.
There are three categories of "reasonable accommodations": changes to a job application process. changes to the work environment, or to the way a job is usually done. changes that enable an employee with a disability to enjoy equal benefits and privileges of employment (such as access to training).
Under the ADA, employers are required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would pose an undue hardship. An employer is not required to make an accommodation if it would impose an "undue hardship" on the operation of the employer's business.
The ADA includes ADHD as a recognized disability. For an employee who has ADHD, the act can require the employer to provide reasonable accommodations, as long as it doesn't create undue hardship for the business.
The employment provisions of the ADA are enforced under the same procedures now applicable to race, color, sex, national origin, and religious discrimination under title VII of the Civil Rights Act of 1964, as amended, and the Civil Rights Act of 1991.
What types of accommodations are generally considered reasonable? Change job tasks. Provide reserved parking. Improve accessibility in a work area. Change the presentation of tests and training materials. Provide or adjust a product, equipment, or software. Allow a flexible work schedule.
Can an Employer Deny Reasonable Accommodation? If your employer refuses to provide a reasonable accommodation, it must be because the accommodation would cause undue hardship to the employer or company. Generally, undue hardship would result when the request is too difficult or expensive for the employer to implement.
