Policy on accommodating disabilities of employees

Rated 3.90/5 based on 530 customer reviews

Some of the factors used in determining whether a job function is essential are: A physical or mental impairment that substantially limits one or more major life activities of such individual, a record of such an impairment, or being regarded as having such an impairment.The impairment may be permanent, chronic, or progressive.The decision as to the appropriate (reasonable) accommodation is made on a case-by-case basis.The principal test is that of effectiveness; whether the accommodation will provide an opportunity for a person with a disability to achieve the same level of performance and to enjoy benefits equal to those of an average similar-situated person without a disability.

The employer and employee agree to a trial period to assess whether the animal could be in the workplace without causing a disruption. The Mobile Accommodation Solution (MAS) app is a first-of-its kind case management tool that helps employers, service providers and individuals effectively manage workplace accommodation requests throughout the employment lifecycle, from application to onboarding to advancement.

The ADA requires employers to give application tests in a format or manner that does not require use of an impaired skill, unless the test is designed to measure that skill.

As an example, an employer gives a written test for a proofreading position, the employer does not have to offer this test in a different format (e.g., orally) to an applicant who has dyslexia because the job itself requires an ability to read.

Furthermore, if all test-takers must obtain a certain “passing score,” so must the test-taker with a disability.

Examples of testing accommodation include: The test-taker with a disability may need an accommodation to help meet the standard, but the standard does not have to be lowered, changed, or altered.

Leave a Reply