Sentences with phrase «as a reasonable accommodation under»

For the most part, employees eligible for leave under the FMLA will not be entitled to leave as a reasonable accommodation under the ADA, either because they do not meet the ADA's definition of disability or the need for leave is unrelated to their qualifying disability.

Employer's Responsibilities in Providing Leave as a Reasonable Accommodation Under the Americans with Disabilities Act

Not exact matches

To be protected under ADA, you must have a disability as defined by the ADA, and you must also be able to do the job you want or were hired to do, with or without reasonable accommodations.

This ensures compliance with Executive Order 13164, which requires each Federal agency to develop effective written procedures for the processing of reasonable accommodation requests, and supports the Department's obligation to meet the reasonable accommodation requirements prescribed under the Rehabilitation Act of 1973, as amended.

Medical documentation provided by job applicant or employee is inadequate to establish that the individual meets the definition of having a disability under the Rehabilitation Act, as amended, and / or needs a reasonable accommodation.

-- It may be a defense to a charge of discrimination under this Act that an alleged application of qualification standards, tests, or selection criteria that screen out or tend to screen out or otherwise deny a job or benefit to an individual with a disability has been shown to be jobrelated and consistent with business necessity, and such performance can not be accomplished by reasonable accommodation, as required under this title.

Under the ADA, employers are required to make what is called a «reasonable accommodation» for people with a known disability as long as it doesn't create an undue hardship such as significant difficulty or expense for the company.

As such it is this type of animal that, while not afforded the rights under the ADA, they are given rights under the HUD and FHA — Fair Housing Amendments Act of 1988 and landlords must make reasonable accommodation for such animals.

Persons with disabilities may request a reasonable accommodation, such as a waiver of a «no pets policy,» for any assistance animal, including an emotional support animal, under both the FHAA and Section 504.

Attorney General Under «Reasonable Accommodation,» page says in part:» M.G.L. c. 151B may require that an owner modify his / her «no pets» policy as a reasonable accommodation for a person with a disability who requires the use of a service or emotional support animal because of the person's disabiliReasonable Accommodation,» page says in part:» M.G.L. c. 151B may require that an owner modify his / her «no pets» policy as a reasonable accommodation for a person with a disability who requires the use of a service or emotional support animal because of the person's disabAccommodation,» page says in part:» M.G.L. c. 151B may require that an owner modify his / her «no pets» policy as a reasonable accommodation for a person with a disability who requires the use of a service or emotional support animal because of the person's disabilireasonable accommodation for a person with a disability who requires the use of a service or emotional support animal because of the person's disabaccommodation for a person with a disability who requires the use of a service or emotional support animal because of the person's disability.»

Additionally, an employer can not penalize a qualified employee for work missed during leave taken as a reasonable accommodation since doing so would be considered retaliation for the qualified employee's use of a reasonable accommodation to which he / she is entitled under the law.

6/7/05) the 10th Circuit wades into a problem that is dividing the circuits — is an employee who is not actually disabled (as defined under the ADA), but is «perceived as disabled,» entitled to a reasonable accommodation?

In addition, preexisting conditions made worse by a workplace injury require employers to make reasonable accommodations for disabled workers under federal ADA (Americans with Disabilities Act) laws, so long as they can still perform the duties of the job.

Regulations define reasonable accommodation as «modifications or adjustments to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enable a qualified individual with a disability to perform the essential functions of the position.»

The court held that: (1) plaintiff had disabilities under the ADA; (2) plaintiff's attendance records did not disqualify him from being a qualified individual with a disability; and (3) issues existed as to reasonable accommodation of the disability.

Schanz further argued that the Village should have made an exception to its policy and accepted the guaranty agreement as a «reasonable accommodation» under the FHAA, which states that it is unlawful to refuse «to make reasonable accommodations in rules, policies, practices, or services, when such accommodations may be necessary to afford such person equal opportunity to use and enjoy a dwelling.»