REASONABLE ACCOMODATION Clause Samples

REASONABLE ACCOMODATION. A. A reasonable accommodation is a modification or adjustment to a job or work environment or to the manner or circumstances in which a job is customarily performed that enables a qualified individual with a disability to perform the essential functions of their job or to enjoy equal benefits and privileges of employment as are enjoyed by employees without disabilities. B. It is DLA’s policy to accommodate any qualified employee with a disability as defined by the Americans with Disabilities Act Amendments Act of 2008 and the Rehabilitation Act of 1973, as amended. The requested accommodation must not cause the employee requesting the accommodation, or others, a direct threat of harm and must not cause the Agency any undue hardship which is defined as an action requiring significant difficulty or expense, when considered in light of a). the nature and cost of the accommodation; b). The overall financial resources of the facility or Agency; and c). The mission and operations of the Agency.

REASONABLE ACCOMODATION. If you believe, because of a physical or mental handicap, that in order to afford you an equal opportunity to use and enjoy the rental unit you need a reasonable accommodation to our rules, policies, and practices, you must notify us of the requested accommodation. Housing providers can require individuals to provide a verification letter or verify with a qualified individual, that the tenant requesting the accommodation is disabled and that their disability makes the requested accommodation necessary. If the requested accommodation would create an undue financial or administrative burden or if granting the request would fundamentally alter the nature of the landlord’s business we can suggest an alternative accommodation.

REASONABLE ACCOMODATION. A. A reasonable accommodation is a modification or adjustment to a job or work environment or to the manner or circumstances in which a job is customarily performed that enables a qualified individual with a disability to perform the essential functions of their job or to enjoy equal benefits and privileges of employment as are enjoyed by employees without disabilities. B. It is DLA’s policy to accommodate any qualified employee with a disability as defined by the Americans with Disabilities Act Amendments Act of 2008 and the Rehabilitation Act of 1973, as amended. The requested accommodation must not cause the employee requesting the accommodation, or others, a direct threat of harm and must not cause the Agency any undue hardship which is defined as an action requiring significant difficulty or expense, when considered in light of a). the nature and cost of the accommodation; b). The overall financial resources of the facility or Agency; and c). The mission and operations of the Agency. C. Employees who wish to request an accommodation must follow the procedures set forth in the “DLA Procedures for Requesting Reasonable accommodation for Individuals with Disabilities.” The procedures can be found at: ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇/do/ReasonableAccommodations.asp.

REASONABLE ACCOMODATION. Programs and activities must be accessible to persons with disabilities. Sites must provide reasonable accommodation to the known mental or physical disabilities of otherwise qualified members, service recipients, applicants, and program staff. All selections and project assignments must be made without regard to the need to provide reasonable accommodation. The Office of Disability Employment Policy operates a toll-free, confidential, free resource for employers on reasonable accommodation requirements and options for accommodating employees at (800) 526- 7234 (voice/TDD), e-mail at ▇▇▇@▇▇▇.▇▇▇▇.▇▇▇.▇▇▇, or website at ▇▇▇.▇▇▇.▇▇▇.▇▇▇. Accommodations that impose an undue financial or administrative burden on the operation of the program or fundamentally alter its nature are not reasonable accommodations. However, the grantee must document and prove any undue burden. Similarly, a person who poses a direct threat to the health or safety to himself or herself or to others, where the threat cannot be eliminated by reasonable accommodation, is not a qualified individual with a disability. In such instances the sub-grantee or site must document and prove the direct threat.

REASONABLE ACCOMODATION. 5 A Judge’s physical or mental impairment may be an appropriate basis for job restructuring and 6 part-time work or modified work schedules pursuant to the Rehabilitation Act of 1973, as amended 7 (29 U.S.C. §791 et seq.) and 29 C.F.R §1630.2. 9 Requests for reasonable accommodation shall be processed in accordance with applicable law, and

REASONABLE ACCOMODATION. ▇▇▇▇▇▇▇▇▇ and ▇▇▇▇▇ ▇▇▇▇▇▇ are committed to granting reasonable accommodation to its rules, policies, practices, or services when such accommodations may be necessary to afford people with disabilities the equal opportunity to use and enjoy their dwellings, as required by federal, state and local law. A reasonable accommodation may include a change or exception to a rule or policy that is needed because of a person’s disability, or it may be a physical change to a unit or common area. It is our general policy to provide reasonable accommodations to individuals with disabilities whenever an individual has a disability and there is a disability-related need for the requested accommodation. A disability-related need for a requested accommodation exists when there is an identifiable relationship, or nexus, between the requested accommodation and the individual’s disability. ▇▇▇▇▇▇▇▇▇ and ▇▇▇▇▇ ▇▇▇▇▇▇ accept reasonable accommodation requests from persons with disabilities and those acting on their behalf. Reasonable Accommodation Request forms are available at ▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇, Dubuque, Iowa 52001 and may be returned to that office when complete. If you require assistance in completing the form, or wish to make the request orally, please contact ▇▇▇▇▇▇▇▇▇ or ▇▇▇▇▇ ▇▇▇▇▇▇. We will keep a record of all requests. We will make a prompt decision on your request. If the request is of a time-sensitive nature, please let us know and we will expedite the decision-making process. In the event we need additional information to make a determination, we will promptly advise you of the information needed. It is ▇▇▇▇▇▇▇▇▇ and ▇▇▇▇▇ ▇▇▇▇▇▇’▇ policy to seek only the information needed to determine if a reasonable accommodation should be granted under federal, state or local law. We will not ask about the nature or extent of your disabilities. If we grant the request, you will receive a letter so indicating. If we deny the request, we will provide you with a letter stating all of the reasons for our denial. If an individual with a disability believes that the request has been denied unlawfully or a response has been unreasonably delayed, then he or she may file a complaint by writing or calling any of the following: ▇▇▇▇▇▇ Building,400 ▇. ▇▇▇▇ ▇▇. ▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇ ▇▇▇▇▇ ▇▇▇-▇▇▇-▇▇▇▇ or 1-800-457-4416 ▇▇▇ ▇▇▇▇▇ ▇▇▇., ▇▇▇▇ ▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇-▇▇▇-▇▇▇▇ or ▇-▇▇▇-▇▇▇-▇▇▇▇ One common type of reasonable accommodation is allowing a person with a disability to keep an assis...

REASONABLE ACCOMODATION. 1. The PRPHA will maintain documentation of each reasonable accommodation request. The PRPHA documentation will include: (i) date and time of the request or inquiry; (ii)nature of request or inquiry; (iii) action taken on the accommodation request(s) or inquiry; (iv) if the request was rejected or changes made in the requested accommodation(s); and (v) documentation reflecting the disposition of the requests. a. If any of the requests are sent to the private management companies, the private management companies must also keep a date and time log that contains information as well as the date it was received from the individual requesting the accommodation(s). b. No later than fourteen 914) days anger a private management company has received a request for reasonable accommodation(s), the private management company shall forward reasonable accommodation request(s) to the PRPHA’s Section 504/ ADA Coordinator for review, processing and disposition. 2. The PRPHA shall submit Biannual Reports to HUD, including Biannual Reports form its private management companies, which provide a narrative description of each reasonable accommodation request and/or inquiry. The Biannual report will include: (i) a list of each applicant or resident request or resident accommodation request or inquiry: (ii) the date of each applicant or resident request or inquiry; and (iii) the final disposition of the request or inquiry, including information regarding modification or rejection of the reasonable accommodation request(s). The narrative will also reflect any preference(s); or transfer to an alternate, accessible unit. The PRPHA will ensure that all management reports on reasonable accommodations follow a standardized format and are complete prior to submitting the Biannual Report to HUD.

REASONABLE ACCOMODATION