It is a violation of the ADA/ADAAA to fail to provide reasonable accommodations unless?

It is a violation of the ADA/ADAAA to fail to provide reasonable accommodations unless?

• A. It is against company policy
• B. It would impose an undue hardship
• C. The employee is not performing well
• D. The accommodation costs too much

Answer: (B)

Reasonable accommodations under the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA) are intended to enable individuals with disabilities to perform their job duties effectively. It is considered a violation of the ADA/ADAAA to fail to provide such accommodations unless doing so would impose an undue hardship on the employer. Undue hardship refers to significant difficulty or expense incurred in providing the accommodation when considered in light of factors such as the employer's size, financial resources, and the nature of the operation. This means that if accommodating an employee would create a substantial burden on the employer, then the employer may be exempt from the requirement to provide that specific accommodation. In essence, the law provides a balance between the needs of employees for reasonable accommodation and the realities of the employer's capabilities to fulfill those requests without compromising their ability to operate effectively. Therefore, option B accurately reflects the conditions under which the obligation to provide reasonable accommodations may be waived.

Reasonable accommodations under the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA) are intended to enable individuals with disabilities to perform their job duties effectively. It is considered a violation of the ADA/ADAAA to fail to provide such accommodations unless doing so would impose an undue hardship on the employer.

Undue hardship refers to significant difficulty or expense incurred in providing the accommodation when considered in light of factors such as the employer's size, financial resources, and the nature of the operation. This means that if accommodating an employee would create a substantial burden on the employer, then the employer may be exempt from the requirement to provide that specific accommodation.

In essence, the law provides a balance between the needs of employees for reasonable accommodation and the realities of the employer's capabilities to fulfill those requests without compromising their ability to operate effectively. Therefore, option B accurately reflects the conditions under which the obligation to provide reasonable accommodations may be waived.