A job applicant or employee may need an employer to make certain changes to enable them to participate in the application process or perform the essential functions of the job without difficulties. Any change made to a work environment or a rule/practice is referred to as a reasonable accommodation.
Here is what to know about it:
Who can request it?
Any job applicant or employee can request a reasonable accommodation on the grounds of:
- Disability
- Religion
- Being a victim of domestic violence, sex offense, or stalking
- Pregnancy, childbirth or related medical conditions
For instance, someone with a physical, mental, medical or psychological disability can request the workplace to be made more accessible for them, a modification to their work schedule or duties or a provision of assistive equipment or technological tools.
Examples of reasonable accommodations based on religion include modification to the dress codes, time off for religious observances, adjustments to work schedule to accommodate religious practices or allowing certain facilities to be used for religious activities.
If an employee is a victim of domestic violence, sex offense, or stalking, they can request time off to seek medical attention, access services from a domestic violence shelter/ program, get legal guidance and obtain psychological counseling. They may also request a modification to their work schedule or location to ensure safety.
On the grounds of pregnancy, childbirth or related medical conditions, an employee may request a modification to their work duties and schedule, modification to equipment and time off.
Can an employer fail to provide a reasonable accommodation?
Employers are required to provide job applicants and employees with reasonable accommodation unless doing so would cause undue hardship. Examples of that could include significant difficulty or expense.
A job applicant or employee who needs a reasonable accommodation should request it within a reasonable time according to the company’s procedures. If an employer denies as accommodation request as being an undue hardship, the employer should still engage in the “interactive process” to determine if there is a different accommodation that may be reasonable.
