Employers' Practical Guide to Reasonable Accommodation 2026

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The document outlines the procedures for the Reasonable Accommodations Committee (RAC) at Metra, which is responsible for providing reasonable accommodations to job applicants with disabilities as mandated by the Americans with Disabilities Act (ADA). It details the process for applicants to request accommodations, including submitting a Disability Declaration Form and supporting medical documentation. The RAC, composed of key personnel including the Chief Human Resources Officer and Chief Medical Officer, evaluates requests and determines appropriate accommodations while ensuring compliance with ADA guidelines.
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  1. Click ‘Get Form’ to open the Employers' Practical Guide to Reasonable Accommodation in our editor.
  2. Begin by filling out Section I with your personal information, including your last name, first name, mailing address, and contact details. Ensure all fields are completed accurately.
  3. In Section II, specify the position you are applying for and provide a brief description of the job duties. Indicate whether you require accommodations during the application or interview process by selecting 'Yes' or 'No'.
  4. Detail your type of disability and describe which major life activities are affected. Suggest any reasonable adjustments that could assist you in completing the application process.
  5. Sign and date the form at the bottom before submitting it to the Metra/Reasonable Accommodations Committee (RAC) via fax or mail as indicated.

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The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal
A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.
Reasonable Accommodation Make existing facilities used by employees or job applicants readily accessible to and usable by individuals with disabilities. Job restructuring. Part-time or modified work schedules. Telework. Reassignment to a vacant position for which the employee is qualified.

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Reasonable accommodation does not include removing essential job functions, creating new jobs, and providing personal need items such as eye glasses and mobility aids. Nothing in the ADA prohibits employers from providing these types of accommodations; they simply are not required accommodations.
The duty to accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
The duty to accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully.
Modified Work Schedules and Flexible Leave Policies Changing a regular work schedule or establishing a flexible leave policy may be a reasonable accommodation unless it would cause an undue hardship. Modified work schedules may include flexibility in work hours or the work week, or part-time work.
The principle of accommodation involves three factors: dignity, individualization and inclusion. Dignity: Persons must be accommodated in a way that most respects their dignity, including their privacy, confidentiality, comfort and autonomy.

Related links

Employers Practical Guide to Reasonable Accommodation

Its purpose is to protect people with disabilities from discrimination in employment, in the programs and activities offered by state and local governments, and.

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Technical Assistance Guidelines on the Employment of

Jul 30, 2017 Ensure that reasonable accommodation is provided to Persons with Disabilities in the workplace; Promote the acquisition by Persons with

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