Define: Reasonable Accommodation

Reasonable accommodation refers to modifications or adjustments made by employers or service providers to accommodate individuals with disabilities, allowing them to perform their job or access services on an equal basis with others.

Individuals with disabilities who are qualified for a job or service are entitled to reasonable accommodation. This includes employees, job applicants, and individuals seeking access to public services or facilities.

Reasonable accommodations can vary depending on the individual’s disability and the specific circumstances. Examples may include providing assistive technology, modifying work schedules, making physical modifications to the workplace, or providing additional training or support.

An employer can only deny a reasonable accommodation request if it would cause undue hardship to the business. Undue hardship refers to significant difficulty or expense that would disrupt the operation of the business.

Individuals should typically make their request in writing, clearly stating their need for accommodation due to a disability. It is advisable to provide any supporting documentation or medical records that demonstrate the need for accommodation.

Yes, an employer can request reasonable documentation or proof of disability when an accommodation is requested. However, the employer should only ask for information that is necessary to evaluate the accommodation request.

No, it is illegal for an employer to retaliate against an employee for requesting reasonable accommodation. Employees have the right to request accommodation without fear of adverse employment actions, such as termination or demotion.

No, an employer cannot charge the employee for the cost of reasonable accommodation. The responsibility for providing accommodation falls on the employer, and they should bear any associated costs.

An employer can modify or remove a reasonable accommodation if there is a legitimate business reason for doing so. However, the employer should engage in an interactive process with the employee to discuss any changes and explore alternative accommodations if necessary.

If a reasonable accommodation request is denied, the individual should consult with an employment attorney or contact the appropriate government agency, such as the Equal Employment Opportunity Commission (EEOC), to file a complaint and seek legal recourse.