What are four examples of reasonable accommodations that can be made for persons with Disabilities
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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. 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. 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. Accommodations are sometimes referred to as “productivity enhancers”. Reasonable accommodations should not be viewed as “special treatment” and they often benefit all employees. For example, facility enhancements such as ramps, accessible restrooms, and ergonomic workstations benefit more than just employees with disabilities. 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. Here are some more examples. Many job accommodations cost very little and often involve minor changes to a work environment, schedule or work-related technologies: Other resources on reasonable accommodations
Reasonable accommodations are adjustments or modifications that enable people with disabilities to perform the essential functions of a job efficiently and productively. In this way, they are important retention and advancement tools. Reasonable accommodations may also be necessary to assist a person with a disability to apply and interview for a job. Accommodations vary depending upon the nature of the job and the needs of the applicant or employee. Not all people with disabilities (or even all people with the same disability) will require the same accommodation or any accommodation. Furthermore, research by the Job Accommodation Network (JAN) indicates that more than half of accommodations cost nothing at all. A best practice related to accommodations is the establishment of a centralized accommodation program (CAP), which consolidates in a single office or location subject matter expertise necessary to assess, evaluate and select effective and meaningful accommodations. A CAP may also consolidate funding streams for some or all accommodations at a level removed from the department or unit in which the employee is working. Examples of Reasonable AccommodationsReasonable accommodations may include, but are not limited to:
For examples of common accommodations for specific disabilities, visit JAN’s Accommodation Information by Disability: A-Z. Making Reasonable Accommodations
Receiving Requests for AccommodationsAn applicant or employee may request a reasonable accommodation at any time during the employment cycle if they have a disability and cannot fully participate in the application process or perform the essential function(s) of the job. A request for a workplace adjustment qualifies as a request for reasonable accommodation if the change is requested for a reason related to his/her disability. To request an accommodation, employees:
Responding to Requests for Reasonable AccommodationsFollowing an accommodation request, the employer and the person should engage in an interactive process to identify the appropriate reasonable accommodation. If a manager or direct supervisor receives an accommodation request, he or she should refer the employee to HR or another person who is responsible for responding to such requests. The person receiving the accommodations request may:
Implementing Reasonable AccommodationsThere are no specific policies or procedures that employers must follow when trying to accommodate an employee with a disability, but requests must be made within a reasonable time. It is also advisable to communicate with employees regarding progress made in providing the accommodation especially if it may take some time. The accommodations process is most effective when:
Formal Accommodations ProcessSome employers opt to establish formal accommodations policies and procedures and to centralize this function (PDF). Some of the benefits of having a formal policy include:
Which of the following would be a proper example of a reasonable accommodation?Examples of reasonable accommodations include: making the workplace accessible to and usable by an employee with a disability, restructuring a job, modifying work schedules, providing qualified readers for individuals who are blind, providing sign language interpreters to people who are deaf, providing periods of leave ...
What are the most commonly requested accommodations in the workplace?The most frequently requested accommodations are workspace-related (66% of employees and 76% of supervisors) and non-physical accommodations (50% and 74%, respectively).
What is an example of Ada?The ADA does not name all of the impairments that are covered, but common examples of disabilities include wheelchair confinement, blindness, deafness, learning disabilities, and certain kinds of mental illness.
What is not a reasonable accommodation?4. What accommodations are not considered reasonable? Reasonable accommodation does not include removing essential job functions, creating new jobs, and providing personal need items such as eye glasses and mobility aids.
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