What is “reasonable accommodation?
Under the Fair Housing Act, housing providers are required to consider making adjustments to policies and/or rules (a Reasonable Accommodation) for people with disabilities to enable them an equal opportunity to enjoy housing. This obligation has limits. Regulations allow a landlord or housing provider to request verification for the disability and the need for an accommodation from a qualified professional. Reasonable Accommodation requests are reviewed on a case by case basis.
A. 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.
Reasonable accommodation is the term used by the ADA for modifications made to the learning environment that help to create equal educational opportunity. It does not require that students with disabilities be given special advantages in order to pass nor does it require that they be graded on a different scale from their classmates. On the contrary, it refers to steps that can be taken without significant difficulty or expense to allow otherwise qualified students to fulfill course requirements by limiting as much as possible the effects of their disabilities on their performance. If reasonable accommodations are not evident, effort must be made to look for accommodations. Disability Services, in addition to students with disabilities, can be a an invaluable resource to instructors seeking accommodations that may be necessary to ensure access to education by: • providing alternative ways to fulfill course requirements; • developing and implementing innovative teaching techniques; • re
The Americans with Disabilities Act (ADA) protects any employee with a permanent, long-term or chronic disability in private and government organizations, labor unions and employment agencies against discrimination because of a disability. This protection extends to all work-related activities, from the job application process through termination, and includes working conditions and fringe benefits. If you have a disability and believe you need alterations to some aspects of your job or job site, you can request reasonable accommodations. But what’s “reasonable”? Both employers and employees have a stake in this issue and may have different opinions. To offer the job in the first place, an employer has to be reasonably sure the applicant is qualified and can carry out the job’s major activities. A worker with a disability may ask for accommodations to help with marginal or incidental job functions. These could include scheduling, physical space adaptations, the use of interpreters or p
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.
