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Posted by / 08-Oct-2020 21:15

Accomodating disability employer

There are several modifications or adjustments that are not considered forms of reasonable accommodation.

Reasonable accommodations must be provided to qualified employees regardless of whether they work part- time or full-time, or are considered "probationary." Generally, the individual with a disability must inform the employer that an accommodation is needed. For a further discussion of this issue, see Question 31, infra. "[W]ith or without reasonable accommodation" includes, if necessary, reassignment to a vacant position.

to call a relay service operator who can then place the telephone call and relay the conversation between the parties. The Court explained that "in ordinary English the word 'reasonable' does not mean 'effective.' It is the word 'accommodation,' not the word 'reasonable,' that conveys the need for effectiveness." Id. A TTY is a device that permits individuals with hearing and speech impairments to communicate by telephone.

This is "reasonable" because a TTY is a common device used to facilitate communication between hearing and hearing-impaired individuals.

These accommodations are reasonable because they appear to be feasible solutions to this employee's problems dealing with changes to his routine.

They also appear to be effective because they would enable him to perform his cleaning duties. This "cost/benefit" analysis has no foundation in the statute, regulations, or legislative history of the ADA.

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The Guidance also covers different types of reasonable accommodations related to job performance, including job restructuring, leave, modified or part-time schedules, modified workplace policies, and reassignment.

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