ACCESS Rochester
Workplace Accommodations:
Requesting Reasonable Accommodations
A reasonable accommodation is a modification or adjustment that is made to the work environment or the manner or circumstances under which the position is customarily performed that permits an employee with a disabling condition to have equal employment opportunity (i.e., enjoy the same benefits and privileges) of the job as those enjoyed by employees without disability. An employer is legally required to make a reasonable accommodation once a disabling condition is established and it is determined that a reasonable accommodation exists. Reasonable accommodations may be requested at any time during employment.
To request a reasonable workplace accommodation, in most instances, an employee must inform an appropriate person of the need for an accommodation. The request can be made to the supervisor, Human Resources, or the Disability Resources Coordinator. Except in rare instances where the disabling condition is obvious to the casual observer, documentation establishing that the individual has a disabling condition will need to be provided from an appropriate medical care provider.
Once a disabling condition is established, a reasonable accommodation is determined through a process that involves: identifying the limitations imposed by the disability, analyzing the essential functions of the job, discussing with the employee what specific limitations his/her disability imposes on the performance of the essential functions, and identifying and implementing available and reasonable accommodations that would overcome the employee’s limitations in order for him/her to perform the essential functions. This discussion and process is best handled by involving the Disability Resources Coordinator and/or a Human Resources representative.
Introduction and Disabling Conditions
Requesting Reasonable Accommodations
Guidelines for Determining if a Requested Accommodation is Reasonable
