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Get Employment Handbook : Reasonable Accommodations - Droregon
Portland OR 97204 Voice: 503-243-2081 or 1-800-452-1694 TTY: 503-323-9161 or 1-800-556-5351 Fax: 503-243-1738 E-mail: welcome disabilityrightsoregon.org Website: www.disabilityrightsoregon.org Written 1996 Adapted from Arizona Center for Disability Law materials Updated 2002 by Kathy Wilde, Attorney, Disability Rights Oregon (DRO) Updated 2009 by McKenna Lebens, Information Specialist, DRO Ted Wenk, Attorney, DRO Kathy Wilde, Attorney, DRO (Includes adaptations of portions of Advocacy Inc. mater.
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OVRS FAQ
If the individual does not request an accommodation, the employer is not obligated to provide one except where an individual's known disability impairs his/her ability to know of, or effectively communicate a need for, an accommodation that is obvious to the employer.
For example, maybe the employer needs more information about your disability and how your limitations or restrictions affect your ability to perform the essential duties of the job. Or perhaps the accommodation you requested isn't reasonable or will cause an undue hardship for the employer.
The ADA requires reasonable accommodation in three aspects of employment: 1) to ensure equal opportunity in the application process, 2) to enable a qualified individual with a disability to perform the essential functions of a job, and 3) to enable an employee with a disability to enjoy equal benefits and privileges of ...
Examples of accommodations that may be deemed unreasonable include the following: Eliminating a primary job responsibility. Lowering production standards applied to other employees. Providing more paid leave to an employee with a disability than provided to other employees. Changing an employee's supervisor.
An employer must provide reasonable accommodations to a qualified person unless doing so would be an “undue hardship.” An undue hardship means that the accommodation would be too difficult or expensive.
Employers are required to provide reasonable accommodation only for the physical or mental limitations of a qualified individual with a disability of which they are aware. Generally, it is the responsibility of the employee to inform the employer that an accommodation is needed.
The ADAAA and state disability laws prohibit discrimination in hiring and placement against persons with disabilities who are qualified and who can perform the essential functions of a job with or without reasonable accommodation.
Under the ADA , workers with disabilities must have equal access to all benefits and privileges of employment that are available to similarly situated employees without disabilities. The duty to provide reasonable accommodation applies to all non-work facilities provided or maintained by you for your employees.
OCB Related content
BOLI : Disability accommodation toolkit : For...
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