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Oregon employers may use the following guidance and templates to help in providing reasonable accommodations to employees for disabilities that impact their ability to perform the essential functions of the job.
Reasonable accommodation of a qualified employee or applicant with a disability may include, but is not limited to: (a) Making existing facilities used by employees readily accessible to and usable by an employee with a disability; (b) Providing job restructuring, such as part-time or modified work schedules or reassignment to vacant positions; (c)
Reasonable accommodation is a modification or adjustment that enables a person with a disability to apply for a job (i.e., holding a job interview in an accessible location); to perform the essential functions of a position (i.e., purchasing an amplifier to allow a hearing-impaired person to talk on the telephone); or to enjoy the same benefits ...
17 Ιαν 2023 · A reasonable accommodation is any modification or adjustment to a job, or to the work environment, that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions.
Reasonable accommodations may be requested for disability; limitations related to pregnancy, childbirth, or a related medical condition; religion; and domestic violence, sexual assault, stalking, or harassment.
For the purposes of ORS 659A.112 (Employment discrimination), reasonable accommodation may include: (a) Making existing facilities used by employees readily accessible to and usable by individuals with disabilities. (b) Job restructuring, part-time or modified work schedules or reassignment to a vacant position. (c)
A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.
