This is the first article in a multi-part series. In part one, we will define what an accommodation is, the difference between a reasonable and unreasonable accommodation, and why an accommodation may be needed.
What is a workplace accommodation?
Title 1 of the Americans with Disabilities Act (ADA) defines reasonable accommodation as "a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process."
The goal of accommodations in the workplace is to enable an employee with a disability or medical condition to perform their job functions without undue hardship. In other words, an accommodation is meant to remove a barrier that is preventing the employee from being successful in their role.
Stated simply, accommodations are supporting tools. They are the tools an employee needs to succeed in their role and perform essential job functions.
We support employees by giving them a chair to sit in at their desk so they can work comfortably. We support employees by allowing them to wear glasses to improve their vision. We support employees by providing parking lots or parking passes. We support employees in many different ways so they can perform well. And sometimes, an employee may need additional support.
What is an unreasonable accommodation?
There is a lot of grey area and room for interpretation with the term 'reasonable accommodation’. As a rule of thumb, unreasonable accommodations are:
1) A request that changes the nature of the job:
For example, the essential job function of a pilot is to fly planes. A pilot that requests accommodation that makes them unable to fly/pilot a plane is requesting an unreasonable accommodation.
2) A request that causes undue burden (typically financial) to the employer:
For example, a small company may not be able to afford to install a $20,000 elevator in their two-story building (and this is not required under the ADA if the building is under three stories and non-medical in nature), but they could relocate a department from the second floor to the first floor so an employee can access their work space.
The Job Accommodation Network has further examples and resources to help define reasonable accommodations.
When may an accommodation be needed?
As a rule of thumb, an accommodation should be requested when there is a barrier in the workplace that prevents an individual from either A) performing a job function or B) accessing an employment benefit (such as use of a break room or bathroom).
That being said, accommodations can also be made in order to help improve the working environment. For example, perhaps an employee can use a traditional computer mouse, but gripping that mouse causes pain in their hand. They may request an ergonomic mouse which will alleviate that pain.
An accommodation provides support to remove a barrier to success in an employee’s role, if there is a barrier preventing an employee from success then an accommodation may be needed.
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