Reasonable Accommodation

2037 words 9 pages
Table of Contents

Introduction 1
The ADA 1
Disability 2
Reasonable Accommodation 3
Undue hardship 4
Obligation for Reasonable Accommodation 5
What Managers Can Do To Reduce Liability 6
Current and Future Trends in Reasonable Accommodation 7
Conclusion 7

Introduction
Doors and halls not wide enough for wheel chairs to pass through, nonexistent wheelchair ramps, elevators without brail, classifying a job applicant as inferior because of their physical or mental disability, the examples are endless. An employer's obligation to accommodate employees with disabilities has been in debate long before The Americans with Disabilities Act of 1990. And those arguments vary; does the ADA place too much of a burden on corporations
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In widening the scope of reasonable accommodation, an important fact for managers to recognize, Title III of the ADA goes a little further by encompassing private businesses that accommodates to the public. The definition states:
(a) GENERAL RULE- No individual shall be discriminated against on the basis of disability in the full and equal enjoyment of the goods, services, facilities, privileges, advantages, or accommodations of any place of public accommodation by any person who owns, leases (or leases to), or operates a place of public accommodation.

An excellent example of what may or may not constitute reasonable accommodation is in the case of PGA Tour v. Martin. In this case, golfer Casey Martin suffers from a degenerative circulatory disorder that hinders him from walking golf courses. His request to use the accommodation of a golf cart was denied by the PGA. He filed suit against the PGA under Title III of the ADA. In its ruling for Casey Martin, a qualified participant with a disability, in which many PGA golfers disagreed with, the court stated, that the PGA's walking rule is not "compromised" for having Martin use a cart and it would not "fundamentally alter the nature of the game" which was the PGA's defense.
Undue

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