9.42 ELEMENTS OF CLAIM: REASONABLE ACCOMMODATION (Specific Accommodation Identified) is an element of a claim that refers to a legally mandated process in which an employer provides modifications or adjustments to the workplace or job duties in order to enable an employee with a disability to perform their job duties. Specific accommodations may include, but are not limited to: providing special equipment, modifying existing equipment, restructuring job duties, providing additional training or support, allowing for flexible work schedules, or providing an interpreter or other services. There are two types of reasonable accommodations: those that are requested by the employee and those that are not requested but required by law.
9.42 ELEMENTS OF CLAIM: REASONABLE ACCOMMODATION (Specific Accommodation Identified)
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US-8THCIR-JURY-9-42
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http://www.juryinstructions.ca8.uscourts.gov/8th%20Circuit%20Manual%20of%20Model%20Civil%20Jury%20Instructions.pdf
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FAQ
Providing an assistant as needed may be a reasonable accommodation for a person with a disability, if this does not impose an undue hardship. Examples include: An assistant may be needed to retrieve items on shelves, file, or selectively assist a person with quadriplegia with other clerical duties.
Examples of Reasonable Accommodations Job restructuring such as altering when and/or how an essential function of a job is performed or reallocating marginal job functions that an employee is unable to perform because of a disability.
Examples of reasonable accommodation include making existing facilities used by employees readily accessible to and usable by an individual with a disability; restructuring a job; modifying work schedules; acquiring or modifying equipment; providing qualified readers or interpreters; or appropriately modifying
There are three categories of "reasonable accommodations": changes to a job application process. changes to the work environment, or to the way a job is usually done. changes that enable an employee with a disability to enjoy equal benefits and privileges of employment (such as access to training).
Reasonable accommodation does not include removing essential job functions, creating new jobs, and providing personal need items such as eye glasses and mobility aids. Nothing in the ADA prohibits employers from providing these types of accommodations; they simply are not required accommodations.
Reasonable accommodations are. modifications or adjustments made to a job or work environment that enable a qualified person who has a disability to perform the essential functions of that job.
Reasonable accommodation can include, but is not limited to, the following: Changing job duties. Providing leave for medical care. Changing work schedules. Relocating the work area. Providing mechanical or electrical aids.
Examples of reasonable accommodations include: making the workplace accessible to and usable by an employee with a disability, restructuring a job, modifying work schedules, providing qualified readers for individuals who are blind, providing sign language interpreters to people who are deaf, providing periods of leave
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Accommodations are considered "reasonable" if they do not create an undue hardship or a direct threat. Who is an "individual with a disability?An undue hardship means that a specific accommodation would require significant difficulty or expense.