ACCESS Rochester
Workplace Accommodations: Guidelines for Determining if a Requested Accommodation is Reasonable
In considering reasonable accommodations, many no cost accommodations exist that should be considered, including assigning the employee alternate job tasks that comply with his/her physical restrictions, repositioning of equipment and/or materials/supplies, relocating the work site, and rescheduling of hours (if required to accommodate medical treatment). By way of example, and depending on the particular facts and circumstances, reasonable accommodations may include:
- removal of architectural/physical barriers
- alteration of equipment design, communication or transportation barriers
- job restructuring or modified work schedule
- leaves of absence
- auxiliary aides and services
- providing readers or interpreters
- providing special software for computers
- transfer to a light duty assignment (if available)
A requested accommodation is not reasonable, however, if it would require the employer to:
- reassign essential functions of the job to other employees or otherwise alter the
fundamental nature of the job - provide personal use items (glasses, hearing aids, wheelchairs, etc.)
- displace or bump another employee
- violate an established seniority system
- provide personal services (attendant)
- reassign to less demanding boss
- suffer an undue hardship (this is highly unusual; note also that claims of undue financial hardship must be considered in the context of the institution’s entire financial resources, not the budget of an individual office, department, or school)
- alter the fundamental nature of the job
- provide indefinite leave
An accommodation also is not reasonable if it will pose a “direct threat” of harm to the employee or others in the environment and that direct threat cannot be eliminated or reduced through reasonable accommodations. However, such an assessment must be based on medical or other objective evidence, not opinion or speculation. Such assessments should be reviewed with legal counsel.
As with any request, avoid delays and seek clarification, utilizing the Disability Coordinator or HR as a resource.
Introduction and Disabling Conditions
Requesting Reasonable Accommodations
Guidelines for Determining if a Requested Accommodation is Reasonable
