According to the Americans with Disabilities Act (ADA), an employer must provide reasonable accommodation unless it would cause:
Correct Answer
B) Undue hardship on the operation of the business
The ADA requires reasonable accommodation unless it would cause undue hardship, which is defined as significant difficulty or expense relative to the employer's size and resources. Minor financial burden or inconvenience does not excuse the accommodation requirement.
Why This Is the Correct Answer
The ADA specifically uses the term 'undue hardship' as the legal standard for when an employer is not required to provide reasonable accommodation. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as the employer's size, financial resources, and the nature of its operation. This is a well-established legal threshold that balances employee rights with business realities.
Why the Other Options Are Wrong
Option A: Inconvenience to other employees
The need to change existing job descriptions is not grounds for denying accommodation. In fact, reasonable accommodation often involves modifying job duties, work schedules, or job descriptions as long as essential functions are maintained.
Option D: Changes to existing job descriptions
This is too broad and vague. The ADA does not excuse accommodation requirements for 'any' financial burden - only when the burden rises to the level of 'undue hardship,' which considers the employer's size and resources. Small costs are expected to be absorbed.
Memory Technique
Think 'UNDUE = UNreasonably DUE to Expense' - the hardship must be truly significant, not just any cost or inconvenience
Reference Hint
ADA compliance section in construction law chapter, or employment law section covering disability accommodations
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