How should we respond to a disability accommodation request for a WorkStep scheduled interview?
WorkStep is not 'the employer' as it relates to the potential employment of candidates for relevant ADA (Americans with Disabilities Act) standards. WorkStep provides technology to match job seekers to the right employment opportunity but does not act as a staffing agency or employer of the talent. As such, it is up to the company to determine whether and how an accommodation request should or must be met.
The standards we suggest following are:
1. Is this a qualified candidate?
An applicant with a disability, like all other applicants, must be able to meet the employer's requirements for the job, such as education, training, employment experience, skills, or licenses. In addition, an applicant with a disability must be able to perform the "essential functions" of the job the fundamental duties either on her own or with the help of "reasonable accommodation." However, an employer does not have to provide a reasonable accommodation that will cause "undue hardship," which is significant difficulty or expense.
2. Is the interview accommodation request reasonable?
Employers are required to provide "reasonable accommodation" -- appropriate changes and adjustments - to enable you to be considered for a job opening...An employer cannot refuse to consider you because you require a reasonable accommodation to compete for or perform a job.
3. Would providing the requested accommodation not cause undue hardship?
An employer does not have to provide a specific accommodation if it would cause an "undue hardship" that is, if it would require significant difficulty or expense. However, an employer cannot refuse to provide an accommodation solely because it entails some costs, either financial or administrative.
If the answer to all 3 questions is ‘yes’, then the accommodation should (and must) be met.