Fire Away – Collections IV

Is there a certain percent of profits, or percent of employee pay that would make an accommodation too much of an expense and would qualify it as an undue hardship?


During my online research, it was mentioned that an example of a reasonable accommodation would be using talk to text devices for individuals that can’t type. Well, if qualifying for the job involved a typing test, unimpaired individuals would have to manually be able to type so many words per minute in order to qualify. The impaired person would be able to use talk to text, something that would improve their words per minute (as it would most unimpaired individuals). In that situation, would it be fair to the unimpaired individuals because in that case you’re not leveling the playing field; in this case, the unimpaired individual may have the upper hand. Of course, this is a very specific question, but I could think of similar situations.


During my online research, it was mentioned that changing scheduling is a common reasonable accommodation. However, it was also mentioned that a case might be found to be an undue hardship when other employees would have to bear the burden of the accommodated employee. If an accommodated employee could not work the graveyard shift (which can carry with it certain health burdens or even crime risk burdens depending on the nature of the job), wouldn’t it put that burden on other employees? If looked at that way, couldn’t scheduling changes be considered undue hardship?

One Reply to “Fire Away – Collections IV”

  1. I think I came across a similar situation, though not entirely relatable. Shadowing a regular education class, there was a student with an IEP who had difficulties with motor skills. Tablets and laptops weren’t allowed, but this students was the exception as a tablet was used for note-taking. While other students didn’t reference the accommodation, they did complain about not being able to use a tablet because they couldn’t keep up with handwriting.

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