Special Considerations in Reqruitment: Reasonable Accommodation

Special Considerations: Reasonable Accommodation. According to the U.S.
Department of Labor’s Office of Disability Employment Policy (ODEP) “A reasonable
accommodation is any change in the work environment or in the way things are usually
done that enables an individual with a disability to participate in the application process,
to perform the essential functions (or fundamental duties) of a job, or to enjoy equal
benefits and privileges of employment that are available to individuals without disabilities.”

Applicants and employees must make their request for accommodation in writing,
explaining how the accommodation will help them accomplish the duties of the job or
the application process. Then the employer is obligated to review the request, enter into
a dialogue about the request, and explore any other accommodations that may be more
appealing to the employer (e.g., less expensive) while still permitting the applicant or
employee to accomplish the tasks involved in the job or the application process. If the
employer feels it cannot make the accommodation requested, it is permitted to decline
the request and notify the applicant or employee of the decision.