CWC presents an updated guide covering the reasonable accommodation requirements of the Americans with Disabilities Act (ADA). Our ADA Reasonable Accommodation Compliance Guide answers questions that could arise during the interactive process laid out in guidance from the Equal Employment Opportunity Commission EEOC).
ADA charges filed with the EEOC have increased steadily, and the EEOC’s enforcement data show that disability discrimination charges brought under the ADA trail only harassment and retaliation charges in order of frequency. A common allegation is an employer’s failure to provide a reasonable accommodation to a person’s covered disability.
The ADA requires covered employers to make reasonable accommodations to the known physical or mental impairments of an otherwise qualified individual with a disability, absent a showing of undue hardship. The ADA also prohibits employers from denying employment to an otherwise qualified applicant or employee with a disability based on the employer’s need to make reasonable accommodations.
The ADA does not define “reasonable accommodation.” Instead, the statute lists actions that an employer can take, such as making facilities accessible, providing special equipment, or restructuring a job.
Members of the Center for Workplace Compliance (CWC), our affiliated nonprofit membership association, can read more here.