What constitutes a reasonable accommodation in employment?

What constitutes a reasonable accommodation in employment?

• A. Any accommodation the employee desires, regardless of practicality
• B. A change that eliminates essential functions from the job
• C. A modification or adjustment to the job or work environment that enables a qualified individual with a disability to perform essential functions without causing undue hardship
• D. A policy that forbids accessibility modifications

Answer: (C)

A reasonable accommodation is a modification or adjustment to the job or work environment that enables a qualified individual with a disability to perform essential functions without imposing an undue hardship on the employer. This means finding a solution that fits the specific needs of the person and the job, through an interactive process, and may include things like flexible scheduling, assistive technology, physical workspace changes, or reassigning nonessential duties. The key is that the accommodation allows the person to do the essential duties without creating an undue burden for the employer. This fits the idea that accommodations should be practical and tailored, not simply whatever a person wishes, and not something that removes essential job functions or imposes an unreasonable burden. It also rejects policies that forbid accessibility modifications, since such policies would prevent needed adjustments that enable performance.

A reasonable accommodation is a modification or adjustment to the job or work environment that enables a qualified individual with a disability to perform essential functions without imposing an undue hardship on the employer. This means finding a solution that fits the specific needs of the person and the job, through an interactive process, and may include things like flexible scheduling, assistive technology, physical workspace changes, or reassigning nonessential duties. The key is that the accommodation allows the person to do the essential duties without creating an undue burden for the employer.

This fits the idea that accommodations should be practical and tailored, not simply whatever a person wishes, and not something that removes essential job functions or imposes an unreasonable burden. It also rejects policies that forbid accessibility modifications, since such policies would prevent needed adjustments that enable performance.