OVERVIEW Students practice writing effective letters for a variety of real-life situations, such as responding to a prompt on a standardized test, corresponding with distant family members, or communicating with a business.
Title I of the ADA requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship.
This Guidance examines what "reasonable accommodation" means and who is entitled to receive it. The Guidance discusses reasonable accommodations applicable to the hiring process and to the benefits and privileges of employment. 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.
Reassignment issues addressed include who is entitled to reassignment and the extent to which an employer must search for a vacant position. The Guidance also examines issues concerning the interplay between reasonable accommodations and conduct rules. The final section of this Guidance discusses undue hardship, including when requests for schedule modifications and leave may be denied.
Although many individuals with disabilities can apply for and perform jobs without any reasonable accommodations, there are workplace barriers that keep others from performing jobs which they could do with some form of accommodation. These barriers may be physical obstacles such as inaccessible facilities or equipmentor they may be procedures or rules such as rules concerning when work is performed, when breaks are taken, or how essential or marginal functions are performed.
Reasonable accommodation removes workplace barriers for individuals with disabilities. Reasonable accommodation is available to qualified applicants and employees with disabilities. Similarly, a reasonable accommodation enables an applicant with a disability to have an equal opportunity to participate in the application process and to be considered for a job.
Finally, a reasonable accommodation allows an employee with a disability an equal opportunity to enjoy the benefits and privileges of employment that employees without disabilities enjoy.
An employee with a hearing disability must be able to contact the public by telephone. The employee proposes that he use a TTY 11 to call a relay service operator who can then place the telephone call and relay the conversation between the parties.
This is "reasonable" because a TTY is a common device used to facilitate communication between hearing and hearing-impaired individuals. Moreover, it would be effective in enabling the employee to perform his job.
A cashier easily becomes fatigued because of lupus and, as a result, has difficulty making it through her shift. The employee requests a stool because sitting greatly reduces the fatigue.
This accommodation is reasonable because it is a common-sense solution to remove a workplace barrier being required to stand when the job can be effectively performed sitting down.
A cleaning company rotates its staff to different floors on a monthly basis.
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In the #commoncore Project, authors Jonathan Supovitz, Alan Daly, Miguel del Fresno and Christian Kolouch examine the intense debate surrounding the Common Core State Standards education reform as it played out on Twitter.