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This Guidance sets forth an employer's legal obligations regarding reasonable accommodation; however, employers may provide more than the law requires. This Guidance examines what "reasonable accommodation" means and who is entitled to receive it. For information on assistive technology and other accommodation ideas, visit JAN's Searchable Online Accommodation Resource (SOAR) at JAN.org/soar.
Title I of the ADA requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship. The duty to accommodate is not about employee preferences; it is about removing discriminatory barriers related to the 11 prohibited grounds of discrimination, up to the point of undue hardship to the employer.The following are common situations that could trigger the need for accommodation: Performance problems can sometimes tell you that there may be a need to accommodate, even when the employee has not asked for an accommodation.The Guidance also covers different types of reasonable accommodations related to job performance, including job restructuring, leave, modified or part-time schedules, modified workplace policies, and reassignment. Are employers required to accommodate the religious beliefs and practices of applicants and employees? Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. It includes traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism.