Similarities and Differences Between Reasonable Accommodations-Based on Disability and Religion A-Level Coursework

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Human Resources: Equal Employment Opportunity & HRM

"Reasonable accommodations" are required by law for protected groups such as those based on disabilities and religion. The nature and specificity of those accommodations may differ according to the protected group. In addition, the showing of "undue hardship" that may relieve an employer from providing reasonable accommodations can differ according to the protected group. Finally, the agencies enforcing "reasonable accommodations" can differ but also overlap, depending on the protected group.

Reasonable Accommodation Regarding Disability and Religions

Expectations and Examples

Title I of the American with Disabilities Act of 1990 (ADA) mandates that employers provide reasonable accommodation to qualified people with disabilities who are employees or applicants, unless doing so would cause undue hardship to the employer (U.S. Equal Employment Opportunity Council, 2002). Those accommodations are to be made upon the employee's, applicant's or his/her representative's request, and are divided into 3 major categories: those to a job application process, enabling the disabled applicant to be considered for a desired position; those to the work environment, enabling the disabled individual to perform his/her job's essential functions; those of equal benefits and privileges of employment, allowing the disabled individual to enjoy his/her position as do non-disabled individuals similarly situated (U.S. Equal Employment Opportunity Council, 2002).

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Specific accommodations can include: accessibility of facilities; restructuring of jobs; modification of work schedules; obtaining or modifying equipment; modifying tests, training materials or policies; providing adequate readers/interpreters; and reassigning the individual to a vacant job (U.S. Equal Employment Opportunity Council, 2002). The employer is relieved of the duty of "reasonable accommodation" if it would cause "undue hardship" by causing significant expense to the employer or by requiring accommodations that would "fundamentally alter the nature or operation of the business" (U.S.….....

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