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Which of the following would be a proper example of a reasonable accommodation? Answer:An alcoholic who is allowed to attend work functions if they are not allowed to have any liquor. Reasonable accommodation is a provision under the Americans with Disabilities Act (ADA) that protects employees with disabilities.
Here are a few examples of workplace accommodations that may be relevant to Ontario employers, along with some dos and donts to consider: Flexible work schedules: Allowing employees to adjust their work schedules to meet their medical restrictions can be a simple and effective accommodation.
4. What accommodations are not considered reasonable? Reasonable accommodation does not include removing essential job functions, creating new jobs, and providing personal need items such as eye glasses and mobility aids.
What accommodations can I request? making existing facilities accessible. job restructuring. part-time or modified work schedules. acquiring or modifying equipment. changing tests, training materials, or policies. providing qualified readers or interpreters. reassignment to a vacant position. medical leave.
The California Fair Employment and Housing Act requires employers of five or more employees to provide reasonable accommodation for individuals with a physical or mental disability to apply for jobs and to perform the essential functions of their jobs unless it would cause an undue hardship.
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Examples of reasonable accommodations include providing interpreters, readers, or other personal assistance; modifying job duties; restructuring work sites; providing flexible work schedules or work sites (i.e. telework) and providing accessible technology or other workplace adaptive equipment.
The ADA requires reasonable accommodation in three aspects of employment: 1) to ensure equal opportunity in the application process, 2) to enable a qualified individual with a disability to perform the essential functions of a job, and 3) to enable an employee with a disability to enjoy equal benefits and privileges of
Section 501 of the Rehabilitation Act of 1973, as amended, requires each Federal agency to reasonably accommodate the known disabilities of qualified individuals with disabilities, unless doing so would cause undue hardship on the agency.