The Guidance discusses reasonable accommodations applicable to the hiring process and to the benefits and privileges of employment.
The Guidance also covers different types of reasonable accommodations related to job performance, including job restructuring, leave, modified or part-time schedules, modified workplace policies, and reassignment.
This is "reasonable" because a TTY is a common device used to facilitate communication between hearing and hearing-impaired individuals.
Moreover, it would be effective in enabling the employee to perform his job.
He asks for a reasonable accommodation and proposes three options: staying on one floor permanently, staying on one floor for two months and then rotating, or allowing a transition period to adjust to a change in floor assignments.
These accommodations are reasonable because they appear to be feasible solutions to this employee's problems dealing with changes to his routine. This "cost/benefit" analysis has no foundation in the statute, regulations, or legislative history of the ADA.
A cleaning company rotates its staff to different floors on a monthly basis. While his mental illness does not affect his ability to perform the various cleaning functions, it does make it difficult to adjust to alterations in his daily routine.
The employee has had significant difficulty adjusting to the monthly changes in floor assignments.
Reasonable accommodation is available to qualified applicants and employees with disabilities. For a further discussion of this issue, see Question 31, infra. "[W]ith or without reasonable accommodation" includes, if necessary, reassignment to a vacant position.
They also appear to be effective because they would enable him to perform his cleaning duties.
There are several modifications or adjustments that are not considered forms of reasonable accommodation.
See the list of specific changes to the ADA made by the ADA Amendments Act.
INTRODUCTION GENERAL PRINCIPLES REQUESTING REASONABLE ACCOMMODATION REASONABLE ACCOMMODATION AND JOB APPLICANTS REASONABLE ACCOMMODATION RELATED TO THE BENEFITS AND PRIVILEGES OF EMPLOYMENT TYPES OF REASONABLE ACCOMMODATIONS RELATED TO JOB PERFORMANCE JOB RESTRUCTURING LEAVE MODIFIED OR PART-TIME SCHEDULE MODIFIED WORKPLACE POLICIES REASSIGNMENT OTHER REASONABLE ACCOMMODATION ISSUES UNDUE HARDSHIP ISSUES BURDENS OF PROOF INSTRUCTIONS FOR INVESTIGATORS APPENDIX: RESOURCES FOR LOCATING REASONABLE ACCOMMODATIONS INDEX This Enforcement Guidance clarifies the rights and responsibilities of employers and individuals with disabilities regarding reasonable accommodation and undue hardship.