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A reasonable accommodation is defined by the US Department of Justice as "change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those ...
If an employee is diagnosed with a mental health issue, the employer is obligated to consider accommodations, which could include remote work.” According to the Job Accommodation Network, an ...
Parties pledge to ensure that reasonable accommodation is provided to persons with disabilities in the workplace and that persons with disabilities are not held in slavery or in servitude, and are protected, on an equal basis with others, from forced or compulsory labour. [36]
A reasonable accommodation is a change in the way things are typically done that the person needs because of a disability, and can include, among other things, special equipment that allows the person to perform the job, scheduling changes, and changes to the way work assignments are chosen or communicated. [20]
Accommodation has its original meaning of a legal obligation entered into as a gratuitous favor without consideration, such as a signature guaranteeing payment of a debt. This is sometimes called an accommodation endorsement. [1] Its meaning has expanded to encompass a broader range of supportive actions, especially in terms of contracts and ...
Pregnant Workers Fairness Act; Long title: To eliminate discrimination and promote women's health and economic security by ensuring reasonable workplace accommodations for workers whose ability to perform the functions of a job are limited by pregnancy, childbirth, or a related medical condition.
failure to make a "reasonable adjustment". "Reasonable adjustment" or, as it is known in some other jurisdictions, 'reasonable accommodation', is the radical [citation needed] concept that makes the DDA 1995 so different from the older legislation. Instead of the rather passive approach of indirect discrimination (where someone can take action ...
Horvath v. City of Leander, No. 18-51011 (5th Cir. Jan. 9, 2020) is a legal case decided in 2020 by the United States Court of Appeals for the Fifth Circuit, holding that an employer may require employees to receive vaccinations, so long as the employer makes reasonable accommodations to religious objections, even if the accommodations offered are not ideal for the employee.