HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore reasonable accommodation, first by understanding the Americans with Disabilities act, and then by suggesting best management practices for reasonable accommodation.
A reasonable accommodation is any change or adjustment to a job or the work environment that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions. To best manage reasonable accommodations in your organization, understand both:
The Americans with Disabilities Act, an anti-discrimination law intended to make sure that people with disabilities have the same rights and opportunities as everyone else, and Best management practices around Reasonable and Accommodations which are required under the act to any change or adjustment to a job or the work environment that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions.
The Americans with Disabilities Act is a federal civil rights law that was passed in 1990 and went into effect beginning in 1992. Its purpose is to protect people with disabilities from discrimination in employment.
A reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things usually are done that enables a qualified individual with a disability to enjoy an equal employment opportunity.
An employer should always try its best to provide a requested accommodation, provided that the employee is able to perform the essential job functions and the accommodation would not create an undue hardship.
