An Introduction to Reasonable Accommodation

After losing her sight at the age of 28, Bianca Catherine Knight became involved with the Tennessee Disability Coalition as a community organizer. Bianca Catherine Knight went on to earn her juris doctor from the Belmont University College of Law and has since used her legal expertise to advocate for people with disabilities.

According to the Americans with Disabilities Act (ADA), employers must provide reasonable accommodation to employees with disabilities. The law describes reasonable accommodation as any changes to one’s workplace or role that would enable a person to fulfill his or her professional duties.

To qualify for such accommodations, an employee must possess the background and skills necessary to be a viable candidate for the job. He or she must also be capable of performing the job’s essential functions, provided that he or she receives the support that would give him or her the same chances for success as a person without a disability.

Employers are required to provide any accommodation that the qualifying employee needs, provided that it does not pose an undue hardship. An employer would not, for instance, be expected to relieve an employee of an essential function or subsidize a personal-assistance device that is necessary for use outside of work.

Modifications that do not pose undue hardship include modifications of work schedule, sanctioned medical leave, or permission to work from home. The employer may also need to provide adaptive technology or work materials in alternate formats, such as large print or Braille, so that the employee can access the same information as his or her peers. The majority of accommodations are relatively inexpensive; 88 percent cost under $1,000, though legal support may help some employees successfully seek more costly accommodation of their needs from cost-conscious employers.