Reasonable Accommodation Process

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Reasonable Accommodation Process
The employer examines the individuals job and
determines its purpose and essential functions-thi
s should be done prior to issues arising
An individual requests a reasonable accommodation
The employer consults with the individual to find
out his or her physical or mental abilities and
limitations as they relate to the jobs essential
functions.
The employer makes an individualized
determination, based on objective medical or
other evidence, of whether a person with a
disability poses a direct threat or harm to
that individual or others and whether the threat
may be removed by a reasonable accommodation.
The employer and the individual identify
potential accommodations. The employer
consults with other experts on accommodating
individuals with disabilities such as the Job
Accommodation Network at 800-232-9675.
If more than one accommodation would be
effective, the individuals preference should
be considered, but the employer may choose one
that is less expensive or easier to provide.
An employer should consider, on a case-by-case
basis, whether a reasonable accommodation would
impose an undue hardship on the business. If a
particular accommodation would impose and undue
hardship, it is not required, but the employer
should consider whether an alternative
accommodation would not impose a hardship. If a
reasonable accommodation is available, the
employer selects it and reasonably accommodates
the individual.
If a reasonable accommodation cannot be found,
consult agency human resources who may consult
with State Personnel
Individual and employer use open channels of
communication to monitor, maintain or modify the
reasonable accommodation as necessary.