Which of the following adjustments may be considered a reasonable accommodation?

Which of the following adjustments may be considered a reasonable accommodation?

• A. Reassigning to a position with lower responsibilities
• B. Offering promotions based on ability
• C. Job restructuring as needed
• D. Imposing a new training schedule

Answer: (C)

Job restructuring as needed is considered a reasonable accommodation because it involves modifying a job's responsibilities or tasks to enable an employee to perform their job effectively while addressing their specific needs. This adjustment can help individuals with disabilities or other limitations to successfully engage in their work environment, thereby ensuring they receive equal employment opportunities. Reasonable accommodations are designed to assist employees in overcoming barriers that might hinder their job performance or access to the workplace. Job restructuring can include changes such as redistributing non-essential functions to other employees or altering work assignments to align with an individual's capabilities. This approach focuses on maintaining the essential duties of the position while ensuring that the employee can contribute their skills effectively. Reassigning to a position with lower responsibilities might not be considered a reasonable accommodation in all contexts, as it could lead to underemployment or diminished career advancement opportunities for the individual. Offering promotions based on ability does not pertain to accommodations but rather to equitable opportunities, which is a different concept. Imposing a new training schedule may create further barriers rather than alleviate existing ones, especially if it does not align with the employee's needs or circumstances. Thus, job restructuring stands out as the most appropriate response when considering accommodations.

Job restructuring as needed is considered a reasonable accommodation because it involves modifying a job's responsibilities or tasks to enable an employee to perform their job effectively while addressing their specific needs. This adjustment can help individuals with disabilities or other limitations to successfully engage in their work environment, thereby ensuring they receive equal employment opportunities.

Reasonable accommodations are designed to assist employees in overcoming barriers that might hinder their job performance or access to the workplace. Job restructuring can include changes such as redistributing non-essential functions to other employees or altering work assignments to align with an individual's capabilities. This approach focuses on maintaining the essential duties of the position while ensuring that the employee can contribute their skills effectively.

Reassigning to a position with lower responsibilities might not be considered a reasonable accommodation in all contexts, as it could lead to underemployment or diminished career advancement opportunities for the individual. Offering promotions based on ability does not pertain to accommodations but rather to equitable opportunities, which is a different concept. Imposing a new training schedule may create further barriers rather than alleviate existing ones, especially if it does not align with the employee's needs or circumstances. Thus, job restructuring stands out as the most appropriate response when considering accommodations.