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Tant D. Agency s Commitment E. Procedures 1. Requests for Reasonable Accommodation 2. Time Frame for Processing Request For Reasonable Accommodation 3. Approval of Reasonable Accommodation 4. Denial of Reasonable Accommodation Request 5. Appeal Rights 6. Request for Medical Information 7. Confidentiality Regarding Medical Information 8. Reassignment 9. Information Tracking 10. Reasonable Accommodation Resources F. Applicable Forms 1. Confirmation of Request For Reasonable Accommodation Form 2.

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A17 - Answer: The designated agency decision-maker is authorized to approve or deny a request for reasonable accommodation. Generally, the decision-maker is the employee's immediate or first line supervisor.

The ADA does not apply to religious organizations and private clubs, entities which historically have been exempt from federal civil rights laws. Places of worship and other facilities controlled by a religious organization, such as a school or day care center, are not subject to the ADA Standards.

To help determine effective accommodations, the Equal Employment Opportunity Commission (EEOC), recommends that employers use an “interactive process,” which simply means that employers and employees with disabilities who request accommodations work together to come up with accommodations.

Reasonable accommodation does not include removing essential job functions, creating new jobs, and providing personal need items such as eye glasses and mobility aids. Nothing in the ADA prohibits employers from providing these types of accommodations; they simply are not required accommodations.

The RA may include such measures as making existing facilities readily accessible to and usable by individuals with disabilities, job restructuring, part-time or modified work schedules, acquisition or modification of equipment or devices, adjustment or modification of examinations, training materials or policies, ...

Undue Hardship is an accommodation action that would be financially difficult or is unduly extensive, substantial, disruptive, or would fundamentally alter the nature or operation of the business.

Other Examples of Non-covered Conditions Broken limbs, sprains, concussions, appendicitis, common colds, or influenza generally would not be disabilities.

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.

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© Copyright 1997-2025
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Form Packages
Adoption
Bankruptcy
Contractors
Divorce
Home Sales
Employment
Identity Theft
Incorporation
Landlord Tenant
Living Trust
Name Change
Personal Planning
Small Business
Wills & Estates
Packages A-Z
Form Categories
Affidavits
Bankruptcy
Bill of Sale
Corporate - LLC
Divorce
Employment
Identity Theft
Internet Technology
Landlord Tenant
Living Wills
Name Change
Power of Attorney
Real Estate
Small Estates
Wills
All Forms
Forms A-Z
Form Library
Customer Service
Terms of Service
DMCA Policy
About Us
Blog
Affiliates
Contact Us
Privacy Notice
Delete My Account
Site Map
All Forms
Search all Forms
Industries
Forms in Spanish
Localized Forms
Legal Guides
Real Estate Handbook
All Guides
Prepared for You
Notarize
Incorporation services
Our Customers
For Consumers
For Small Business
For Attorneys
Our Sites
US Legal Forms
USLegal
FormsPass
pdfFiller
signNow
airSlate workflows
DocHub
Instapage
Social Media
Call us now toll free:
1-877-389-0141
As seen in:
  • USA Today logo picture
  • CBC News logo picture
  • LA Times logo picture
  • The Washington Post logo picture
  • AP logo picture
  • Forbes logo picture
© Copyright 1997-2025
airSlate Legal Forms, Inc.
3720 Flowood Dr, Flowood, Mississippi 39232