The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to applicants with disabilities, to help them participate in the job application process and to be considered for employment. Some examples of reasonable accommodations that employers may be required to provide to applicants with disabilities include:
- Making the application process accessible: This could include providing the application in an alternative format, such as large print or an electronic format, or providing an application in a language other than English.
- Allowing for alternate ways to submit the application: This could include allowing the applicant to submit the application online, by mail, or by fax, instead of in person.
- Modifying the testing process: This could include providing testing accommodations such as extra time, a separate room, or testing materials in an alternate format, such as audio or Braille, if necessary.
- Allowing for alternative methods of communication: This could include providing sign language interpreters, or allowing an applicant to use text messaging or email instead of verbal communication.
- Making the interview process accessible: This could include providing the interview in an accessible location, such as on the ground floor, or providing an interpreter or other communication assistance during the interview.
It's important to keep in mind that employers are not required to provide accommodations that would cause an undue hardship, which means that the accommodation would be too difficult or too expensive to provide in relation to the size, resources, nature, or structure of the employer's operation.
Also employers are not obligated to provide an accommodation that would change the nature or essential functions of the job. The interactive process between the employer and the applicant with disability is very important, where the employer and the applicant can have a conversation to identify what are the necessary accommodations.
