Get IA Request for Courtesy Accommodation for Health-Related Conditions

The ADA does not require employers to request medical information after receiving a request for accommodation. However, in some situations, employers feel compelled to request medical information because sometimes the disability and need for accommodation are not known or obvious.

Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters.

A reasonable accommodation is assistance or changes to a position or workplace that will enable an employee to do his or her job despite having a disability. Under the ADA, employers are required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would pose an undue hardship.

When the answer is no, the employer must reasonably accommodate the known physical or mental limitations unless the accommodation presents an undue hardship or direct threat to the employer. Whenever the ADA and potential accommodations are in play, employers must engage in the interactive process.

According to the ADA Amendments Act, the term "disability" means, with respect to an individual, one who: Has a physical or mental impairment that substantially limits one or more major life activities of such an individual; A record of such an impairment; Being regarded as having such an impairment.

Employers are only required to accommodate disabilities of which they are aware, meaning that an employee cannot bring an ADA claim for a condition that was unknown to the employer. Additionally, sometimes the parties disagree on whether the employee's condition is a disability under the law.

Reasonable accommodation is any change to a job, the work environment, or the way things are usually done that allows an individual with a disability to apply for a job, perform job functions, or enjoy equal access to benefits available to other individuals in the workplace.

A reasonable accommodation is assistance or changes to a position or workplace that will enable an employee to do his or her job despite having a disability. Under the ADA, employers are required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would pose an undue hardship.

When the answer is no, the employer must reasonably accommodate the known physical or mental limitations unless the accommodation presents an undue hardship or direct threat to the employer. Whenever the ADA and potential accommodations are in play, employers must engage in the interactive process.

An employer is not required to make an accommodation if it would impose an "undue hardship" on the operation of the employer's business. "Undue hardship" is defined as an "action requiring significant difficulty or expense" when considered in light of a number of factors.

A reasonable accommodation request may be submitted to any person or entity necessary to afford a person with a disability an equal opportunity to use and enjoy a dwelling, including but not limited to landlords, property owners, public agencies, individuals, corporations, associations, individuals or entities involved ...

The Federal Fair Housing Act (FHA) is a federal law that prohibits discrimination in housing. One of the many protections of the FHA is the right of individuals with disabilities to request a reasonable accommodation in the rules, policies, practices, or services of a housing provider.

The Fair Housing Act prohibits discrimination on the basis of disability in all types of housing transactions. The Act defines persons with a disability to mean those individuals with mental or physical impairments that substantially limit one or more major life activities.

Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters.

The FHA does not require landlords to allow pets. But a tenant can ask for a reasonable accommodation for a service animal. ... Landlords can set some limits on the type and size of the pet. They can also charge an extra deposit.