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TANF POLICY MANUAL

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reasonable accommodation would cause an undue hardship to the employer. “Reasonable accommodation” includes, but is not limited to:

A. modifying existing facilities to make them accessible; B. acquiring or modifying equipment; C. providing readers or sign language interpreters; D. offering part-time or modified work schedules; and/or E. restructuring the duties of the job

In determining whether an accommodation would impose an “undue hardship” on an employer’s business or program, the following factors should be considered:

-the overall size of the business or program with respect to the number of -employees, number and type of facilities, and size of the budget; -the type of the employer’s operation, including the composition; and -structure of the workforce; and the nature and cost of the accommodation needed. Examples: A TANF recipient who uses a wheelchair obtains a job on the clerical staff of an employer whose offices are in a building that has two steps at the entrance. The employer may be required to provide reasonable accommodation for the employee by providing a ramp at the building entrance. A job training program offered by an employer may be required to provide sign language interpreters for deaf employees when it is necessary to enable them to participate in the training.

DSS hires an accountant with vision impairment. The Agency may be required to provide reasonable accommodation for the accountant by obtaining computer equipment to enable the accountant to read printed material.