Checklist to determine when an individual needs accommodation for a disability

The following checklist was developed by David K. Fram, Director of EEO and ADA Training, National Employment Law Institute.

□ Does the individual claim to need reasonable accommodation?

Yes No If yes:

□ Does the person have a current disability?

Yes No

[Note: If Individual claims ADA protection only as a result of record of or regarded as coverage, the person is not entitled to reasonable accommodation.]

□ Did the person request reasonable accommodation (i.e., did the person ask for a modification or change because of a medical condition)? (Describe)

□ In which aspect of employment is reasonable accommodation needed?

• Application process

• Performance of job (including leave)

• Benefits and privileges of employment

□ What accommodation (if anything specific) was requested?

• Equipment or Machinery

• Reader

• Interpreter

• Modification of Policy (including Leave Policy)

• Accessibility

• Job Restructuring (Reallocation of Marginal Functions)

• Modification to Work Schedule

• Examinations/Training Materials

• Reassignment

• Other

Describe accommodation requested:

□ Is the reasonable accommodation needed because of disability?

Yes No (Discuss)

□ Did you engage in an interactive process to identify an effective accommodation?

Yes No

□ Did you discuss accommodation with the individual?

Yes  No  

If yes, document discussions (include attachments, if necessary).

□ Did you request assistance in determining accommodation from any outside source (e.g., the Job Accommodation Network)?

Yes  No  

If yes, document discussions (include attachments, if necessary).

□ Has accommodation been provided?

Yes No

If yes, is accommodation effective (i.e., does it work?)

Yes  No  (Discuss)

□ Do you claim that providing reasonable accommodation would impose an undue hardship?

Yes No

If yes:

What evidence exists to support undue hardship?

• Nature and net cost of accommodation (taking into account availability of tax credits and deductions, and/or outside funding)

• Overall financial resources of facility/facilities, number of employees at facility, and effect on expenses and resources

• Overall financial resources of covered entity, overall size of business of covered entity with respect to the number of employees and the number, type and location of facility/facilities

• Type of operation(s) of covered entity, including composition, structure, and functions of the workforce of covered entity, and geographical separateness and administrative fiscal relationship of facility/facilities in question to the covered entity

• Impact of the accommodation on the operation of the facility, including impact on other employees' ability to perform duties and facility's ability to conduct business

• Terms of collective bargaining agreement. (Discuss how the accommodation would affect the rights of other employees and whether you tried to negotiate a change to CBA)

Describe and document evidence supporting undue hardship: