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Reasonable Accommodation

By Tabitha Mishra
Last updated: January 10, 2024

What Does Reasonable Accommodation Mean?

Reasonable accommodation is a term used in relation to the Americans with Disabilities Act (ADA). It refers to changes made to job tasks, work equipment, or processes in order to give a worker with a disability to opportunity to carry out their job without undue difficult. Accommodations are deemed reasonable if they are feasible for the employer and do not impose an excessive burden on them.

Under the ADA, employers with 15 or more employees are required to have provisions for reasonable accommodations. Failure to provide such accommodations is considered an unlawful act of discrimination.

Safeopedia Explains Reasonable Accommodation

The ADA makes it unlawful to discriminate against individuals with disabilities. This applies not only to private employers and government positions, but also employment agencies, labor organizations, and labor-management committees. 

The Importance of Accommodations

The provision for reasonable accommodation prohibits employers from withholding jobs from qualified individuals on account of their disabilities. Reasonable accommodations encompass three aspects of employment:

  • Equal opportunity in the job application process
  • Ease of performing the essential functions of the job
  • Employment benefits equal to those of others in similar positions

Changes that are considered reasonable accommodations include:

  • Installing a ramp or modifying the layout of the workspace or restroom to make it more accessible
  • Providing assistive technology, such as screen readers, screen magnifiers, and videophones
  • Providing interpreters for employees who are deaf, braille print for employees who are blind, or large print for those with low vision
  • Modifying existing policies to allow service animals 
  • Adjusting work schedules for those with medical issues that may require time off during work hours

Scope of the ADA Accommodation Process

Private employers, employment agencies, labor organizations, state and local governments, and labor management committees are covered by the ADA. They will be held liable if they discriminate against employees or job applicants with disabilities.

The ADA’s protections apply to anyone who has a “physical or mental impairment that substantially limits major life activities.” If the disability is not evident, the employee may need to provide documentation as proof of their condition.

Requests for reasonable accommodation must be considered on a case-by-case basis. The accommodations must meet the individual’s needs and be tailored to the specific requirements of the job or the working environment.

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