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This guide provides information about reasonable accommodations for employers, workers, and HR professionals.
The California Fair Employment and Housing Act requires employers of five or more employees to provide reasonable accommodation for individuals with a physical or mental disability to apply for jobs and to perform the essential functions of their jobs unless it would cause an undue hardship.
Title I of The Americans with Disabilities Act (ADA) also requires employers with 15 or more employees to provide qualified individuals with disabilities with reasonable accommodations.
The Americans with Disabilities Act (ADA) protects any employee with a permanent, long-term or chronic disability in private and government organizations, labor unions and employment agencies against discrimination because of a disability.
Under the ADA, employers are required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would pose an undue hardship.
A reasonable accommodation is assistance or changes to a position or workplace that will enable an employee to do his or her job despite having a disability.
These protections extend to all work-related activities, from the job application process through termination, including working conditions and fringe benefits.
Although this guide should not be relied upon as a definitive statement of the law, it is intended to highlight workplace accommodations policy and procedures. It will familiarize you with the content of these laws, including recent changes and amendments to state statutes and an employer’s accommodation responsibilities.