A reasonable accommodation is any change in the workplace or rules that lets you, as a person with a disability, have equal employment opportunities.

Reasonable accommodations fall within three categories:

• Changes to the application or interview process.
• Changes that help you do your job (or the “essential functions” of your job).
• Changes that help you access the benefits and privileges of employment.

There are endless examples of workplace

accommodations. Some common ones are:

• Making your workplace accessible (installing a ramp, widening a doorway, etc.).
• Getting qualified readers or interpreters (ASL interpreters for important meetings).
• Job restructuring / removing a less important part of your job (called “marginal functions”).
• Part-time or modified work schedules (flexible schedule).
• Taking time off of work (providing unpaid leave in addition to FMLA or sick leave).
• Giving or changing equipment (installing a screen reader program, such as JAWS).
• Changing testing requirements, training materials, or policies.
• Reassignment (transferring to an open job that you are qualified).
• Working from

You can ask for a reasonable accommodation at any point during your employment when you need a change in your job due to your disability. You do not need to ask for one during the hiring process. If possible, ask for a reasonable accommodation before you have problems. Your employer usually does not need to accommodate past performance issues.

You should brainstorm ideas that might work for you and your employer.

A helpful resource is the Job Accommodation Network (JAN). JAN has fact sheets on almost every disability with accommodation ideas.

JAN also has staff that can brainstorm ideas with you. Learn more at https://askjan.org.

It depends. Here are a few things to remember:

Effective accommodation:

Your employer only has to give you an accommodation that will work. It does not have to give you the one you ask for. If there are other ways to help you, your employer can choose the cheapest or easiest, as long as it works. Be open to other options. If the option your employer chooses would not work for you, be prepared to say why.

Undue hardship:

Your employer does not have to give you an accommodation if it causes an “undue hardship.” That means the accommodating is very difficult or expensive. There is no set standard for what makes something an undue hardship. Some factors are: (1) the cost; (2) the amount of money your employer has; and (3) how it will impact your employer.

Personal services or devices:

Your employer does not have to give you personal accommodations. For example, if you need a hearing aid at work and at home, that hearing aid is a personal device. Your employer does not have to give you one. Some devices may seem personal but are accommodations, such as a particular phone to help you hear calls at work. This is not a personal device because you only use it at work.

Removing essential functions:

Your employer does not need to remove (or give it to other workers) a task or duty if it is an essential function of your job.

Your first step is to ask for one.

Let your boss or human resource department know that you need a change at work because of reasons related to your disability or medical condition. You can ask whichever you are most comfortable with.

Make your request in writing and write, “I am requesting a reasonable accommodation under the ADA.” This makes a record of your request and helps your employer know that it should be taken seriously. If you want to have a conversation in person or by phone, that is fine. Just be sure to follow-up in writing to confirm the conversation.

Use this sample letter for help

You and your employer should use the

“interactive process” to decide what accommodation(s) will work for you and your employer. If your employer does not approve your request right away, you can expect the following:

Your employer may ask for limited medical documentation.

Your employer may ask how your disability affects you to help find an effective accommodation.

Your employer may want to talk with others who know about your position.

Yes, if your need for an accommodation or disability is not obvious, your employer can ask for medical documents to confirm you have a disability and that you need a reasonable accommodation.

Employers cannot ask for a complete medical history. Requests for medical documents can only be to show you have a disability and about your accommodation request.

If your employer asks you to sign a release for all your medical records, you can offer to give a doctor’s note instead. Or, you can tell your employer that you will agree, but need to narrow the release to only information needed for your request.

Some employees find it helpful to give a doctor’s note with the first request. There is nothing wrong with this, but your employer may have additional questions. You may need to ask your doctor for a second note if this happens.

Yes, as long as they are reasonable.

The interactive process is a “two-way street.” This means that you have responsibility to participate in good faith, just like your employer. You might feel frustrated and not want to keep talking with your employer and sharing information. But it is important to respond to all reasonable questions

and requests. You want to do everything reasonable to continue to engage in the interactive process.

Remember that the ADA encourages us to be creative, open-minded, and flexible. You are asking your employer to be all those things when making changes to your job. Try to work with your employer to find a solution that works for both of you.

Your employer will approve your request, deny your request, or offer an alternative.

Continue the interactive process:

Ask your employer why it denied your request in writing. Depending on the answer, decide if there is room to continue with the interactive process. For instance, if your employer says that you did not give enough medical support, you could get additional support. If your employer says your request would pose an “undue hardship,” suggest an alternative accommodation.

Escalate your request:

You may be able to escalate your request within your organization. For instance, if your supervisor did not grant your request, try going to Human Resources.

File an internal complaint:

Some employers have internal complaint processes. Union members can file complaints through their unions.

File an external complaint:

You can bring a complaint for failure to provide a reasonable accommodation. If you would like to file an employment discrimination case, the first step is to file a charge of discrimination with the Equal Employment Opportunity Commission or the Illinois Department of Human Rights.

Contact Equip for Equality’s Employment Rights Helpline (1-844-RIGHTS-9) or a private attorney to talk about your options.

EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act: www. eeoc.gov/policy/docs/accommodation.html

Job Accommodation Network’s Practical Guide to Accommodations: https://askjan.org/ Eeguide/index.htm