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"Undue Hardship" Under the ADA "Undue hardship" under the ADA means "significant difficulty or expense" for the employer.
Factors the employer may consider in weighing undue hardship include: The standards for reasonable accommodation and undue hardship have proven difficult for courts to identify and apply uniformly.
This Guidance examines what "reasonable accommodation" means and who is entitled to receive it.
The Guidance addresses what constitutes a request for reasonable accommodation, the form and substance of the request, and an employer's ability to ask questions and seek documentation after a request has been made.
By requiring employers to make reasonable accommodations, the ADA has had a positive effect on the placement of disabled individuals in the workforce, and has raised the consciousness of U. employers while reducing discrimination against the disabled.
The language of the ADA, however, is not precise as to the "accommodations" that an employer is required to make for disabled persons during hiring and employment.
Instead, the law provides an exception if accommodation would cause "undue hardship" to the employer's business.
The ADA therefore strikes a balance -- between the accommodations an employee needs or desires in order to meet the requirements of a certain job, and the investment and modifications an employer must make in order to accomplish those accommodations.
Many accommodation options available to you as an employer can be low-cost or no cost. These Procedures replace those issued in February 2001. Resolution of the Reasonable Accommodation Request H. Inquiries and Distribution Appendix A/Confirmation of Request for Reasonable Accommodation Form Appendix B/ Resolution of Reasonable Accommodation Request Form Appendix C/Reasonable Accommodation Information Reporting Form Appendix D/Utilizing Sign Language Interpreters at Headquarters Appendix E/Staff Assistant Slots Appendix F/Selected Reasonable Accommodation Resources Executive Order 13164 requires all Federal Agencies to establish procedures on handling requests for reasonable accommodation.People with disabilities may just have the skills and competencies you require within your organization yet they are often under-employed.It is important to consider how your organization can tap this potential source of employees.
The Americans with Disabilities Act (ADA) Amendments Act of 2008 was signed into law on September 25, 2008 and becomes effective January 1, 2009.