The Department of Labor (DOL) offers valuable information regarding the term, “reasonable accommodations” for employees and applications with disabilities.
The Department of Labor (DOL) is committed to providing individuals with disabilities equal access to all employment opportunities. As part of that commitment, DOL will provide reasonable accommodations to its employees and applicants for employment with disabilities to ensure that all individuals have the ability to participate equally and be fully successful in all aspects of DOL employment opportunities.
Who is entitled to a reasonable accommodation?
Under Federal law, an individual with a disability is entitled to a reasonable accommodation. An individual with a disability is a person who:
- Has a physical or mental impairment that substantially limits one or more major life activities;
- Has a record of such an impairment; or
- Is regarded as having such impairment, except, however, that an individual who is solely regarded as having a disability without meeting one of the other definitions is not entitled to reasonable accommodations.
What is a reasonable accommodation, and what are some examples?
Reasonable accommodations are adjustments or modifications provided by an agency to enable people with disabilities to enjoy equal employment opportunities. Accommodations may vary depending upon the needs of the individual employee or applicant, and not all people with disabilities (or even all people with the same disability) will require the same accommodation. Reasonable accommodations may include, but are not limited to:
- Making existing facilities used by employees and applicants readily accessible to and usable by persons with disabilities;
- Job restructuring, modifying work schedules, reassignment to vacant positions;
- Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
When must DOL provide a reasonable accommodation?
An agency is required to make a reasonable accommodation to the known disability of a qualified employee or applicant if it would not impose an “undue hardship” on the operation of the agency. An employee or applicant is qualified if, with or without reasonable accommodation, he or she can perform the essential functions of the job in question. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of particular factors including, but not limited to, an agency’s size, financial resources, and the nature and structure of the agency.
Chick here for more information about reasonable accommodations for employees and applicants with disabilities.
For more information about the Department of Labor in Richmond:
North Run Business Park
1570 East Parham Road
Richmond, Virginia 23228
Phone: (804) 371-3104
Fax: (804) 371-3166
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