.avif)
We get it: it’s complicated to understand whether or not your accommodation would be considered ‘reasonable’.
First off, we recommend always referring to the EEOC in order to understand the legal definition of reasonable accommodations. In short, accommodations are considered ‘reasonable’ if they modify or adjust:
➡️ The application process so that a qualified candidate with a disability can be considered
➡️ The work environment so a qualified employee with a disability can perform the essential functions of their position
Reasonable accommodations remove workplace barriers for employees with disabilities. According to the EEOC, workplace barriers include but are not limited to:
✅ Physical obstacles (such as inaccessible facilities or equipment
✅ Procedures or rules (such as rules concerning when work is performed, when breaks are taken, or how essential or marginal functions are performed)
There are a number of possible reasonable accommodations that an employer may have to provide in connection with modifications to the work environment or adjustments in how and when a job is performed. These include (but are in no way limited to):
✅ 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
This is of course, a non-exhaustive list. On Disclo, we have over 1,000 accommodations that employees could potentially request. What makes Disclo so unique is that our team engages in a two-layer documentation review process. This means that (if requested by the employer) an employee’s medical documentation and accommodation request will be reviewed by both a medical professional and the Disclo team. We will make sure that the requested accommodations are ‘reasonable’ given the employee’s verified condition and/or disability.
TLDR; Disclo follows EEOC, ADA, and HIPAA guidelines, and works with your medical provider to deem accommodations as ‘reasonable’.
We get it: it’s complicated to understand whether or not your accommodation would be considered ‘reasonable’.
First off, we recommend always referring to the EEOC in order to understand the legal definition of reasonable accommodations. In short, accommodations are considered ‘reasonable’ if they modify or adjust:
➡️ The application process so that a qualified candidate with a disability can be considered
➡️ The work environment so a qualified employee with a disability can perform the essential functions of their position
Reasonable accommodations remove workplace barriers for employees with disabilities. According to the EEOC, workplace barriers include but are not limited to:
✅ Physical obstacles (such as inaccessible facilities or equipment
✅ Procedures or rules (such as rules concerning when work is performed, when breaks are taken, or how essential or marginal functions are performed)
There are a number of possible reasonable accommodations that an employer may have to provide in connection with modifications to the work environment or adjustments in how and when a job is performed. These include (but are in no way limited to):
✅ 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
This is of course, a non-exhaustive list. On Disclo, we have over 1,000 accommodations that employees could potentially request. What makes Disclo so unique is that our team engages in a two-layer documentation review process. This means that (if requested by the employer) an employee’s medical documentation and accommodation request will be reviewed by both a medical professional and the Disclo team. We will make sure that the requested accommodations are ‘reasonable’ given the employee’s verified condition and/or disability.
