![]() It does not tell the employer the specifics of what you need for the break such as the time and the environment needed. The first example requires the employer to make judgments about your disability based on his or her knowledge of your diabetes (medical diagnosis). I would be willing to stay 15 minutes later at the end of the day to make up the time. I need to leave my workstation to travel to the nearest restroom in the northwest section of our building that affords the availability and privacy I need. I need one extra 15 minute break during each workday at 3 pm. ![]() I have diabetes and need additional breaks to test my blood sugar and administer an insulin injection.ī: I am requesting a reasonable accommodation under the Americans with Disabilities Act (ADA). Consider these two requests for the same accommodation:Ī: I am requesting a reasonable accommodation under the Americans with Disabilities Act (ADA). Your request should focus on the job tasks and the accommodation needed to do the job task – not on your disability. Be specific and include a clear solution that is based on your knowledge of the job and your disability. You are the one who knows the nuances of the job and how your disability impacts that. Evaluate the job you do and what the accommodation request specifically requires. For example, you should disclose your disability when requesting a reasonable accommodation.Ģ. Start by visiting the Abilit圓60 website at Under “Employment” in the drop-down menu (in the Programs tab), click on the webinar entitled “Disability Disclosure in Employment.” This webinar covers when disclosing your disability (or not) makes sense. To qualify for an accommodation, you must first prove you have a disability. Who knows more about the way those two factors intersect than you?ġ. After all, it is your job and your disability. Here is what you should do to make the request and maintain control of the process. Most employers are familiar with these processes, but you need to know them more than anyone. Any accommodation request, discussions about what might be needed, and the final decision must be done with you involved at each step. The process is similar for most accommodations. What are the steps involved in my example?Ī. But any accommodation’s reasonableness depends on the size of the business, its financial capacity, and whether there are other workers available to do the tasks you would not do during that extra 15 minutes each day. That sounds like a reasonable accommodation for almost any employer. What about the extra break I need? Is that considered “reasonable”?Ī. If you discover the need for an accommodation after you are hired, the law requires that your employer make the accommodation then too. You are not entitled to the job, but you must be evaluated and considered like all other applicants who do not have a disability. An employer cannot deny you the job or deny helping you keep it just because of your disability. You have a legal right to a “reasonable” accommodation if you have the knowledge, skills, ability, education and experience to perform the major tasks of the job you seek. Believe it or not, the need for extra breaks is a common request. Or they may not have had a disability when they started the job, but acquired it later. In most cases, an employee will not know until they are actually doing the job that they need an accommodation. So yes, reasonable accommodation is a real thing. We look at job descriptions to apply for jobs and see the wording on the bottom: “Reasonable accommodation for a disability will be provided.” But we do not know what that means. Unfortunately, this happens all too often. Since I will need this additional break on any job I work, is this accommodation thing real? Or should I expect that this barrier will keep me from ever working again? I really liked that job.Ī. I’ve been told I could have asked for a “reasonable accommodation” instead. ![]() I recently quit my job because I need an extra 15-minute break each day to attend to a medical condition I have. ![]() Could I have asked for a reasonable accommodation instead?
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