Which statement best defines reasonable accommodation in the context of employment?

Which statement best defines reasonable accommodation in the context of employment?

• A. A modification or adjustment that enables a qualified person to perform essential job duties without causing undue hardship.
• B. An employer policy that limits work hours.
• C. A temporary layoff to reduce workload.
• D. A performance review process.

Answer: (A)

The concept being tested is what a reasonable accommodation means in the workplace. A reasonable accommodation is a modification or adjustment to the job or work environment that allows a qualified employee with a disability to perform the essential duties of the role without imposing an undue hardship on the employer. This means the person must meet the job’s requirements with or without the accommodation, the duties being performed are the essential ones, and the changes should not create significant difficulty or cost for the business. Examples include adjusting work hours, providing assistive technologies or equipment, offering a sign language interpreter, or rearranging nonessential tasks, as long as the core job functions can still be performed safely and effectively. Accommodations are tailored to the individual and should not require lowering performance standards. The other options describe policies or processes that don’t enable a person to perform essential duties—such as a policy limiting hours, a temporary layoff, or a performance review process—so they aren’t about reasonable accommodation.

The concept being tested is what a reasonable accommodation means in the workplace. A reasonable accommodation is a modification or adjustment to the job or work environment that allows a qualified employee with a disability to perform the essential duties of the role without imposing an undue hardship on the employer. This means the person must meet the job’s requirements with or without the accommodation, the duties being performed are the essential ones, and the changes should not create significant difficulty or cost for the business.

Examples include adjusting work hours, providing assistive technologies or equipment, offering a sign language interpreter, or rearranging nonessential tasks, as long as the core job functions can still be performed safely and effectively. Accommodations are tailored to the individual and should not require lowering performance standards.

The other options describe policies or processes that don’t enable a person to perform essential duties—such as a policy limiting hours, a temporary layoff, or a performance review process—so they aren’t about reasonable accommodation.