What is “reasonable accommodation?
Reasonable accommodation means the employer must make changes in your job structure, duties, or environment in order to help you do your job the best you can. This could include letting you work different hours. It might mean giving you time off for medical care. Reasonable accommodation doesn’t happen automatically. You must ask for it. If you’re sick, you might not be able to do your job as well as you used to. In that case, you might want to tell your employer why. If you don’t ask for reasonable accommodation, you could be fired for poor performance. You don’t always have to tell your employer that you are HIV-positive when you ask for reasonable accommodation. Your employer may accept a letter from your doctor stating that you have a “disability covered by the Americans with Disabilities Act.” A reasonable accommodation is one that isn’t too hard on the employer. For example, you might need to leave early every day because of fatigue. Your job might require you to be there until t
A. Reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodation also includes adjustments to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities.
In relation to the ADA, reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodation also includes adjustments to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities. JAN Consultants CAN provide callers with various accommodation solution ideas for a specific situation. JAN consultants cannot tell callers what is reasonable for a specific situation but are able to provide guidance regarding the ADA’s definition of reasonable accommodation from the EEOC, the enforcing agency for the ADA, and the courts.
