What should an employer do if an accommodation request is not readily achievable?

What should an employer do if an accommodation request is not readily achievable?

• A. Deny immediately and terminate.
• B. Wait until resources improve without documenting.
• C. Only offer monetary compensation.
• D. Continue the interactive process, explore alternatives (such as reassignment, modified duties, or different scheduling), and document the decision; provide the best feasible option.

Answer: (D)

When a requested accommodation can’t be provided right away, the employer should keep engaging with the employee in the interactive process and look for other ways to meet the need. This means evaluating feasible alternatives that still enable the employee to perform essential job functions. Examples include reassignment to a vacant position, modifying duties, adjusting scheduling, or other reasonable accommodations. The key is to identify and implement the best feasible option and to document the decision and the reasoning behind it. This approach shows commitment to providing access and maintaining productivity without demanding the exact accommodation if it isn’t presently possible.

When a requested accommodation can’t be provided right away, the employer should keep engaging with the employee in the interactive process and look for other ways to meet the need. This means evaluating feasible alternatives that still enable the employee to perform essential job functions. Examples include reassignment to a vacant position, modifying duties, adjusting scheduling, or other reasonable accommodations. The key is to identify and implement the best feasible option and to document the decision and the reasoning behind it. This approach shows commitment to providing access and maintaining productivity without demanding the exact accommodation if it isn’t presently possible.