Legal Definitions - reasonable accommodation

A reasonable accommodation refers to any modification or adjustment made to a job, the work environment, or the application process that enables a qualified individual with a disability or a sincerely held religious belief to perform the essential functions of a job, apply for a position, or enjoy equal employment opportunities. Employers are generally required by law to provide such accommodations unless doing so would cause an "undue hardship," meaning significant difficulty or expense, for the business.

Here are some examples:

• Example 1 (Disability - Physical Mobility): A data entry clerk develops a chronic back condition that makes sitting for eight hours excruciatingly painful. Their job primarily involves typing and using a computer.

  How it illustrates the term: The employer provides a specialized ergonomic chair and a sit-stand desk, allowing the clerk to alternate positions throughout the day. This adjustment to the work environment enables the clerk to continue performing their essential job duties (data entry) comfortably and effectively without fundamentally altering the job or imposing a significant financial burden on the company.

• Example 2 (Disability - Sensory Impairment): A new employee in a corporate communications role is deaf and needs to participate in weekly team video conferences and occasional client presentations.

  How it illustrates the term: The company arranges for a qualified sign language interpreter to be present during all team meetings and client presentations. This provision of a service allows the employee to fully understand and participate in critical aspects of their job, ensuring equal access to information and communication within the workplace.

• Example 3 (Religious Belief): An employee who works in a retail store observes a religious holiday that requires them to refrain from working on a specific day that falls on a busy Saturday, which is part of their regular schedule.

  How it illustrates the term: The store manager works with the employee to adjust their schedule for that week, allowing them to swap shifts with a colleague or take unpaid leave for the religious holiday, provided it doesn't leave the store significantly understaffed or cause a major disruption. This modification to the work schedule respects the employee's religious practice while still aiming to meet business needs without undue hardship.