Reasonable accommodation refers to adjustments or modifications made in the workplace so that an employee with a disability can do their job. For an adjustment to be considered “reasonable,” it must not cause the employer undue hardship, and it must enable the employee with a disability to perform essential job functions.
For instance, if an employee is having trouble performing their job because of the nature of the work environment, an employer may be required to make some necessary adjustments for that worker to complete their tasks. If someone is blind and works as a security guard at night, it might not be reasonable for them to ask their employer to provide them with artificial light to see what they’re doing while walking around.
–Providing Braille documents or large print documents when needed (such as on training manuals) -Allowing more frequent breaks throughout the day -Adjusting schedules or swapping shifts during times where commuting will be more difficult -Providing equipment that will assist the employee with a disability in performing their job (such as an alarm system for people who are deaf, or a unique desk chair to accommodate someone’s back condition)
Employees should have a better working environment. This support could also include the improvement of ergonomics and organization.
Having sufficient light in the workplace and working hours around the natural sleep cycle of employees are examples of making changes to ensure that employees with visual disabilities can perform their tasks.
Providing a comfortable and adjustable desk for an employee who uses a wheelchair and allowing them to take breaks throughout the day to stretch or rest could be considered reasonable accommodations, too.
An employer has one obligation: provide “reasonable” accommodation so someone is not disadvantaged by their disability regarding employment opportunities and performance at work. However, reasonable depends on many things such as cost and resources available within your company/workplace vs. benefits gained from providing said change(s). These factors will help you determine whether or not something is worth implementing into your workplace.
Resources available within your workplace, How many employees will benefit from this change(s) -Whether or not other options could achieve similar benefits without causing undue hardship
offering training to your staff is another example of reasonable accommodation. This will improve their skills and overall productivity. Their commitment as well increases.
Adjusting schedules for employees with disabilities that make commuting complex (such as having multiple jobs) is another example of reasonable accommodation.
Providing equipment to assist employees with disabilities in performing their job, such as an alarm system for people who are deaf or a unique desk chair to accommodate someone’s back condition.
providing accessible facilities such as bathrooms so they can take breaks throughout the day when needed; allowing more frequent intervals if someone has trouble concentrating after several hours at their desk etc
Providing ample Parking: An employer or a senior manager may leave his parking slot for a person living with a disability. This may be due to their complications in walking for long distances. This is an act of humanity and creates a bond between their staff.
Accommodations should help people perform their jobs better, not worse.
People with disabilities should feel safe within their workplace; this means having reasonable accommodations available whenever needed to succeed.
Additionally, modification of structures such as a staircase in the building to allow people to move easily using a wheelchair is a noble action.
It is considered a reasonable accomodation when the top managers include their staff in discussions of matters concerning their firm. They can participate in decision-making as well as communications regarding their workplace.
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