4.06. Reasonable Accommodation: General Instruction is a guideline issued by the U.S. Equal Employment Opportunity Commission (EEOC) for employers to provide reasonable accommodations to employees who meet the criteria for a disability under the Americans with Disabilities Act (ADA). This guideline outlines the special requirements for accommodating an employee’s disability, including the identification of the employee’s specific disability, the development of an effective accommodation plan, and the assurance that the accommodation does not pose an undue hardship to the employer. There are four types of reasonable accommodation instructions: job restructuring, modified or adjusted work schedules, reassignment to a vacant position, and acquisition or modification of equipment or devices.
4.06. Reasonable Accommodation: General Instruction
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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.