This Guidance sets forth an employer's legal obligations regarding reasonable accommodation however, employers may provide more than the law requires.
Title I of the ADA requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship. This Enforcement Guidance clarifies the rights and responsibilities of employers and individuals with disabilities regarding reasonable accommodation and undue hardship. TYPES OF REASONABLE ACCOMMODATIONS RELATED TO JOB PERFORMANCEĪPPENDIX: RESOURCES FOR LOCATING REASONABLE ACCOMMODATIONS REASONABLE ACCOMMODATION RELATED TO THE BENEFITS AND PRIVILEGES OF EMPLOYMENT REASONABLE ACCOMMODATION AND JOB APPLICANTS Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act
ADA WORKPLACE ACCOMMODATIONS SOFTWARE
Ensuring computer software is accessible.Installing a ramp or modifying a rest room.Many job accommodations cost very little and often involve minor changes to a work environment, schedule or work-related technologies: 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. For example, facility enhancements such as ramps, accessible restrooms, and ergonomic workstations benefit more than just employees with disabilities. Reasonable accommodations should not be viewed as “special treatment” and they often benefit all employees. The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process 2) enabling a qualified individual with a disability to perform the essential functions of a job and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.Īccommodations are sometimes referred to as “productivity enhancers”. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.