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Reasonable Accommodations Case Study

745 Words3 Pages

Introduction
Employers have an obligation to reasonably accommodate eligible individuals with a disability under the Americans with Disabilities Act (ADA) and employees religious beliefs under Title VII of the Civil Rights Act of 1964 (Oct, 2002). This paper will discuss what reasonable accommodations under the law; employers are required to meet with reference to religion and disability. Secondly, it will provide guidance on expectation and detail enforcing agency for regulations then lastly providing a brief summary.
Religion
Religion includes traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism, but also religious beliefs that are new, rare, not part of a recognized church, or that appear contradictory …show more content…

While some of the modifications might differ from those that work for other people, the same goal is accomplished. These approaches are just good business practices. Although an employer is not required to provide the accommodation request, they must come up with a plan that will work. Nevertheless, an employer need not provide an accommodation that will create an undue hardship for the company. The employer and the individual with a disability should engage in an informal process to clarify what the individual needs and ascertain the suitable practical accommodation. Cost is not the only consideration in deciding whether an accommodation creates an undue hardship. If an accommodation substantially harms the morale of other employees, reduces efficiency in other jobs or infringes on the rights of other workers, the accommodation becomes undue …show more content…

The employer abruptly changed the schedule and began disciplining the employee for absences on Sundays that he scheduled Charles to work. Title VII of the Civil Rights Act of 1964, which prohibits religious discrimination, requires employers to accommodate employees’ religious convictions unless the accommodation would be a hardship for the company (July, 2012).
A cleaning company alternates its staff to different floors monthly and one crewmember has a psychiatric incapacity (July, 2012). While his mental illness does not affect his ability to perform the various cleaning functions, it does make it difficult to adjust to alterations in his daily routine. The employee is unable to adjust to the modified routine and ask for reasonable accommodations. He proposes three reasonable options that appear to be a feasible solution to the problem of dealing with the changes to his routine (July,

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