Provide a reasonable accommodation: What is the legally appropriate response under applicable US employment
A feasible accommodation without undue hardship should address the applicant's disability-related barrier.
The question
A US media company uses an AI screening tool for applicants to covered production jobs. An applicant states that a disability makes the timed voice response inaccessible and requests an adjustment. The company confirms that an effective adjustment is feasible and would not impose undue hardship. What is the legally appropriate response under applicable US employment law?
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- Provide a reasonable accommodation. ✓Because the disability-related barrier is known and an effective adjustment is feasible without undue hardship, the company should provide a reasonable accommodation in the selection procedure.
- Accept the vendor's general accessibility certification instead.A general vendor statement does not address the applicant's specific accommodation need or establish that the assessment is accessible for this disability.
- Replace the screening tool for all applicants.Organization-wide replacement is not required when an effective individualized accommodation addresses the applicant's barrier.
- Apply the ordinary timed procedure unchanged.Applying the procedure unchanged would preserve the identified disability-related barrier despite the feasible accommodation.
The trap
Check whether the facts establish a feasible accommodation and no undue hardship before selecting the corrective action. How to remember it
A feasible accommodation without undue hardship should address the applicant's disability-related barrier.
How many of these would you get right?
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