Accommodating the disabled

This Guidance examines what "reasonable accommodation" means and who is entitled to receive it. The Guidance addresses what constitutes a request for reasonable accommodation, the form and substance of the request, and an employer's ability to ask questions and seek documentation after a request has been made. Under the law, EEOC must provide reasonable accommodation to qualified employees or applicants with disabilities,[1] unless to do so would cause undue hardship. EEOCs Procedures fully comply with the requirements of the Rehabilitation Act of 1973.People with disabilities may just have the skills and competencies you require within your organization yet they are often under-employed.

It is important to check with your provincial/territorial Human Rights Commission.

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.

In passing the Americans with Disabilities Act (ADA) in 1990, Congress attempted to level the playing field for disabled workers.

The ADA requires employers to make reasonable accommodations so that workers with disabilities can secure and retain employment.