Employer Checklist: Handling Reasonable Accommodation Requests for Individuals with Disabilities
In order to ensure that everyone receives equal opportunities in maintaining successful employment, the Americans with Disabilities Act (ADA) puts forth legislation that offers guidance for restaurants and other businesses in providing reasonable accommodations for individuals with disabilities.
Employers often have questions surrounding whether an employee is “disabled” as defined by the ADA, whether the employee can perform the “essential functions” of the job with accommodation, and if such accommodation would subject the employer to “undue” hardship. While this law can be complex, I'll outline the basic premise of it below and provide an easy-to-follow checklist for employers to follow too.
Types of Accommodations
The ADA defines "reasonable accommodations" as "any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions" provided that such accommodation would not impose an undue hardship on the employer.
Examples of reasonable accommodations may include:
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