Under ADA requirements, which administrative action is appropriate related to human resources?

Under ADA requirements, which administrative action is appropriate related to human resources?

• A. Making accommodations that are reasonable and will allow a school employee with a disability to perform job requirements
• B. Terminating employees with disabilities
• C. Denying accommodation requests
• D. Reassigning the employee to a less demanding role without discussion

Answer: (A)

The main idea is that the ADA requires employers to provide reasonable accommodations to help an employee with a disability perform essential job duties, unless doing so would cause an undue hardship. In human resources, this means engaging in an interactive process with the employee to identify feasible adjustments and putting them in place. Examples include flexible scheduling, assistive technology, or modifying duties or workflows so the person can do the job. The accommodation should be reasonable and not impose an undue burden on operations. Denying an accommodation request or terminating someone because of a disability would violate this obligation. Reassigning someone to a less demanding role can be appropriate, but it must be discussed with the employee as part of the interactive process.

The main idea is that the ADA requires employers to provide reasonable accommodations to help an employee with a disability perform essential job duties, unless doing so would cause an undue hardship. In human resources, this means engaging in an interactive process with the employee to identify feasible adjustments and putting them in place. Examples include flexible scheduling, assistive technology, or modifying duties or workflows so the person can do the job. The accommodation should be reasonable and not impose an undue burden on operations. Denying an accommodation request or terminating someone because of a disability would violate this obligation. Reassigning someone to a less demanding role can be appropriate, but it must be discussed with the employee as part of the interactive process.