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Reasonable accommodation is any modification or adjustment to a job that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions.
What is included under reasonable accommodation for individuals with disabilities?
Making existing workplace facilities easily accessible to and usable by a person with a disability is an example of a reasonable accommodation. Reasonable accommodation include restructuring a job, changing work schedules, buying or changing equipment, providing qualified readers or interpreters, or appropriately modifying exams, training sessions, or other programs. If a current employee still cannot perform the original work due to a handicap after an accommodation, the employer may reassign the person to a vacant position for which they are qualified. If an applicant is not qualified for the post being sought, however, no duty exists to find them employment. Employers are not forced to offer personal things like wheelchairs, spectacles, or hearing aids as an accommodation, and they are also not required to decrease quality or production standards.
Each case's unique facts must be taken into account while determining the best accommodation. When choosing which kind of reasonable accommodation to offer, the main criterion to consider is effectiveness, or whether the accommodation will give a person with a disability the chance to perform at the same level and receive benefits comparable to those of an average, similarly situated person without a disability. The accommodation does not need to guarantee identical outcomes or offer precisely the same advantages, though.
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