Similarities and Differences Between Reasonable Accommodations-Based on Disability and Religion

Human Resources: Equal Employment Opportunity & HRM "Reasonable accommodations" are required by law for protected groups such as those based on disabilities and religion. The nature and specificity of those accommodations may differ according to the protected group. In addition, the showing of "undue hardship" that may relieve an employer from providing reasonable accommodations can differ according to the protected group. Finally, the agencies enforcing "reasonable accommodations" can differ but also overlap, depending on the protected group.

Reasonable Accommodation Regarding Disability and Religions Expectations and Examples Title I of the American with Disabilities Act of 1990 (ADA) mandates that employers provide reasonable accommodation to qualified people with disabilities who are employees or applicants, unless doing so would cause undue hardship to the employer (U.S. Equal Employment Opportunity Council, 2002).

Those accommodations are to be made upon the employee's, applicant's or his/her representative's request, and are divided into 3 major categories: those to a job application process, enabling the disabled applicant to be considered for a desired position; those to the work environment, enabling the disabled individual to perform his/her job's essential functions; those of equal benefits and privileges of employment, allowing the disabled individual to enjoy his/her position as do non-disabled individuals similarly situated (U.S. Equal Employment Opportunity Council, 2002).

Specific accommodations can include: accessibility of facilities; restructuring of jobs; modification of work schedules; obtaining or modifying equipment; modifying tests, training materials or policies; providing adequate readers/interpreters; and reassigning the individual to a vacant job (U.S. Equal Employment Opportunity Council, 2002). The employer is relieved of the duty of "reasonable accommodation" if it would cause "undue hardship" by causing significant expense to the employer or by requiring accommodations that would "fundamentally alter the nature or operation of the business" (U.S.

Equal Employment Opportunity Council, 2002) The employer determines whether the accommodation would cause undue hardship on a case-by-case basis based on the request and its own resources. On example of such accommodations can be found at Starbucks Corporation, which offers reasonable accommodations to job applicants with disabilities in the application process and requests that disabled applicants contact the corporation by calling [HIDDEN] or by emailing [email protected] to appropriate accommodations can be made for the applicant (Starbucks Corporation, 2014).

Reasonable accommodation for religious beliefs or practices is required by Title VII of the Civil Rights Act (U.S. Equal Employment Opportunity Commission, 2014). Here, reasonable accommodation means that the employer might have to make reasonable adjustments, such as flexible scheduling, substituting or swapping work shifts, reassigning jobs, allowing certain grooming or clothing practices, or otherwise modifying policies and practices, all so an employee may practice his/her religion (U.S. Equal Employment Opportunity Commission, 2014).

The employer is not required to provide reasonable accommodations if doing so would cause undue hardship to the employer. The "undue hardship" standard for religion differs.