Reasonable accommodation is the critical concept in the Employment Provisions (Title I) of the Americans with Disabilities Act of 1990 (ADA).
Reasonable accommodation is any modification or adjustment to a job, employment practice, or a work environment that makes it possible for a qualified individual with a disability to participate in and enjoy an equal employment opportunity.
The employer’s obligation to provide reasonable accommodation applies to all aspects of employment; the duty is ongoing and may occur any time a person’s disability or job changes, unless the accommodation causes an undue hardship to the employer.
An employment opportunity cannot be denied to a qualified applicant or employee because of the need to provide reasonable accommodation.
Q. Am I obligated to provide reasonable accommodation for an individual if I am unaware of their physical or mental impairment?
A. No. An employer’s obligation to provide an accommodation applies only to known physical or mental limitations. This does not mean that an applicant or employee must always inform you of a disability. If a disability is obvious, (e.g., the applicant uses a wheelchair) the employer “knows” of the disability even if the applicant never mentions it.
Q. How do I determine whether reasonable accommodation is appropriate, and if so, what type of accommodation should be provided?
A. Generally, the requirement will be triggered by a request from an individual with a disability. Accommodations must be made on a case-by-case basis since both the nature and extent of the disability, as well as the requirements of the job, will vary. If there are multiple ways to provide accommodation, the employer has the discretion to select the one that is the least expensive and easiest to provide.
For more information, contact the Crockett Resource Center for Independent Living,
at 936-544-2811.
