The Commission has published extensive guidance on reasonable accommodation. It is well-settled Commission policy that a request for reasonable accommodation does not have to be in writing and does not have to use the magic words “reasonable accommodation.” See Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act, Questions (rev. October 17, 2002).However, when requesting accommodation, an individual must let the agency know that the individual needs an adjustment or change at work for a reason related to a medical condition. Id. at Question 1. Commission guidance provides that an agency should initiate the reasonable accommodation process without being asked if the agency: (1) knows that the employee has a disability; (2) knows, or has reason to know, that the employee is experiencing work place problems because of the disability,
and (3) knows, or has reason to know, that the disability prevents the employee from requesting reasonable accommodation. Id. at Question 40.
Reasonable Accommodation & Disability
The law requires that an employer provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer.
A reasonable accommodation is any change in the workplace (or in the ways things are usually done) to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment.
Reasonable accommodation might include, for example, providing a ramp for a wheelchair user or providing a reader or interpreter for a blind or deaf employee or applicant.
Reasonable Accommodation & Religion
The law requires an employer to reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause difficulty or expense for the employer. This means an employer may have to make reasonable adjustments at work that will allow the employee to practice his or her religion, such as allowing an employee to voluntarily swap shifts with a co- worker so that he or she can attend religious services.
