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ADA Rules For Reasonable Accommodations

The following is excerpted from our ADA Training & Certification Program:

Reasonable Accommodations

The fundamental nature of the ADA is to remove barriers or obstacles that prevent otherwise qualified individuals that have a disability from performing the job.

These barriers and obstacles in the workplace come in many forms, including physical obstacles (such as inaccessible facilities or equipment) and procedures or rules (such as rules concerning when work is performed, when breaks are taken, or how essential or marginal functions are performed). “Reasonable accommodations” remove workplace barriers for individuals with disabilities.
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The ADA regulations state:
"It is unlawful for a covered entity not to make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant or employee with a disability, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of its business."
Thus, applicable employers must make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant or employee with a disability, unless such an employer can demonstrate that the accommodation would impose an undue hardship on the operation of its business.

The employer may not:For Additional Information:

For information and examples for rules and best practices for the requesting and evaluation of reasonable accommodation requests, use our ADA Training & Certification Program or attend our FMLA & ADA Certificate Program.

Other Reasonable Accommodation topics that are covered in these training programs include:
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Disclaimer: This information provided is based on state laws and regulations, and is subject to change. While we make every effort to asure this information is current and accurate, it is not engaged in rendering legal or professional advice, and shall not be held responsible for inaccuracies contained herein.
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