Eeoc compliance manual reasonable accommodation

 · Practice Guidance on Accommodations, EEOC Investigations. The manual also lists examples of cases where the EEOC may find discrimination if an employer does not provide a reasonable accommodation—for example, if a supervisor is skeptical about an employee’s sincerely held religious belief. Finally, the manual provides guidance to EEOC investigators.  · In its Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act (revised 10/17/02), the Equal Employment Opportunity Commission said that allowing an individual with a disability to work at home may be a form of reasonable accommodation. The Americans with Disabilities Act (ADA) requires . In that instance, the same practice in one case might be subject to reasonable accommodation under Title VII because an employee engages in the practice for religious reasons, and in another case might not be subject to reasonable accommodation because the practice is engaged in for secular reasons. However, EEOC and courts must exercise a “light touch” in making this .

Reasonable accommodation: Title VII requires a covered entity to provide reasonable accommodations for an individual's religious practices, such as leave to observe religious holidays, unless doing so would cause an undue hardship. REQUESTING REASONABLE ACCOMMODATION An employer must provide a reasonable accommodation to the known physical or mental limitations of a qualified individual with a disability unless it can show that the accommodation would impose an undue hardship An employee's decision about requesting reasonable accommodation may be influenced by his/her concerns about the potential negative consequences of disclosing a psychiatric disability at work. In its Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act (revised 10/17/02), the Equal Employment Opportunity Commission said that allowing an individual with a disability to work at home may be a form of reasonable accommodation. The Americans with Disabilities Act (ADA) requires employers with 15 or more employees to provide reasonable accommodation for qualified applicants and employees with disabilities.

28 The updated guidance, for the most part, tracks the guidance the EEOC set forth in Section 12 of its Compliance Manual on Religious. 17 Undue hardship refers not only to financial difficulty, but to reasonable accommodations that are unduly extensive, substantial, or disruptive. 9 thg 2, Reasonable Accommodation of Religious Beliefs and Practices To further guide employers in practical terms, the EEOC's manual provides.