Are there limits to reasonable accommodation?

The only statutory limitation on an employer's obligation to provide "reasonable accommodation" is that no such change or modification is required if it would cause "undue hardship" to the employer.

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Jury Instruction - 1.5.2 Reasonable Accommodation Claim

Queens New York Jury Instruction - 1.5.2 Reasonable Accommodation Claim

Name: Queens New York Jury Instruction - 1.5.2 Reasonable Accommodation Claim
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Federal - Jury Instructions - Adverse Employment Action

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Multi-State

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Queens

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US-11CF-1-5-2

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This form contains sample jury instructions, to be used across the United States. These questions are to be used only as a model, and should be altered to more perfectly fit your own cause of action needs.

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The only statutory limitation on an employer's obligation to provide "reasonable accommodation" is that no such change or modification is required if it would cause "undue hardship" to the employer.

An individual meets the Americans with Disabilities with Act definition act of disability that would qualify them for reasonable accommodations if they have a physical or mental impairment that substantially limits one or more major life activities (sometimes referred to in the regulations as an actual disability)

Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.

Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; providing qualified readers or interpreters; and reassignment to a vacant position.

In general, you should request an accommodation when you know that there is a workplace barrier that is preventing you, due to a disability, from competing for a job, performing a job, or gaining equal access to a benefit of employment like an employee lunch room or employee parking.

What types of accommodations are generally considered reasonable? Change job tasks. Provide reserved parking. Improve accessibility in a work area. Change the presentation of tests and training materials. Provide or adjust a product, equipment, or software. Allow a flexible work schedule.

Reasonable accommodations are determined by examining: The barriers resulting from the interaction between the impact of the documented disability and the campus environment. The possible accommodations that might ameliorate or remove the barriers.

Examples of accommodations that may be deemed unreasonable include the following: Eliminating a primary job responsibility. Lowering production standards applied to other employees. Providing more paid leave to an employee with a disability than provided to other employees. Changing an employee's supervisor.

How to Handle an Employee's Request for an ADA Accommodation Step 1: Determine Whether the Employer Is Covered by the ADA.Step 2: Ensure a Policy and Procedure Exist for Handling Accommodation Requests.Step 3: Determine Whether the Employee with a Disability Is "Qualified"Step 4: Initiate the Interactive Process.

If an accommodation puts an undue hardship on a company that would significantly impact the ability of the business to operate, the accommodation would be considered unreasonable. For example, an accommodation request may include a job-sharing situation that requests the hiring of another to share the job.

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Queens New York Jury Instruction - 1.5.2 Reasonable Accommodation Claim

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