The Americans with Disabilities Act of 1990 has the most extensive impact on the American workplace Since Civil Rights Act of 1964 . Yet many Americans are confused about the meaning of key terms used in the Act. This article unravels the confusion about the term “reasonable” and shows you how to provide it.
Reasonable accommodation is any modification or adjustment to a job or work environment that allows qualified applicants or employees with disabilities to
- Participate in job application,
- Perform the necessary functions of a job, or
- Enjoy the benefits and privileges of employment equal to other employees.
- Provide or change equipment (ie how work is carried out), such as golf cart or TDD (telecommunications device for the deaf)
- mode of work (ie when work is carried out)
- Job restructuring (with a focus on necessary function) or reassignment
- mode or change test, training materials or policies
- reassigning or retraining other employees to make marginal projects
- Making the workplace easily accessible and usable by people with disabilities.
The last type has been the most visible and costly impact ADA (not just Title I), such as ramps, designated parking disabilities, restructured rest rooms, etc.
But most Title I (ie employment) are accommodations surprisingly easy and low-cost, and well worth the investment: 31% cost nothing, such as rearranging furniture for someone in a wheelchair; 88% cost of $ 1,000. For example, a TDD costs $ 150 $ 200
[NOTE :. The employer is not required to provide personal aids, for example, a guide dog or a wheelchair; just allow them to use in the workplace.]
Notice, however, that most of the accommodation shaped employment practices, not equipment.
We would draw your attention particularly to change strategy. We know that at least one employer who ran afoul of the ADA by inflexibly applied (fundamentally sound) medical leave policy.
How do you go about determining what housing is needed? There are many government and non-profit agency resources to assist you. [Forexample Job Accommodation Network .] But starting with an in-house specialist, ie working with employees with disabilities. And do not be afraid to experiment.
Housing choose need not be expensive or the first choice of the employee. It simply needs to make the employee to perform the essential functions of the job.
employer is not required to provide accommodations that would be undue hardship to the organization, ie would require significant difficulty or expense. Be prepared to justify this! And keep in mind that outside financing or payment plans are often available, and the employee can choose to pay for some of the cost.