List a requested work accommodation against the job the file describes
Key facts
- Human involvement
- RedLawyer-led
- How AI is used
- Quote the accommodation the applicant or employee requested, and quote the job duty the file describes. Write no accommodation plan, no conclusion on undue hardship, and no document for lodging.
- What the lawyer must review
- You write any response and any plan. The Americans with Disabilities Act, 42 U.S.C. § 12112(a), provides that no covered entity shall discriminate against a qualified individual on the basis of disability in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment. Section 12112(b)(5)(A) includes, in that discrimination, not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless the covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of its business. The definition of undue hardship was not opened. Section 12112(b)(5)(B) includes denying an employment opportunity because of the need to make a reasonable accommodation. Section 12112(b)(6) includes using qualification standards, employment tests, or other selection criteria that screen out or tend to screen out an individual with a disability or a class of individuals with disabilities unless the standard, test, or criterion, as used, is shown to be job-related for the position and consistent with business necessity. Section 12112(b)(7) includes failing to select and administer tests so that, when a test is given to an applicant or employee whose disability impairs sensory, manual, or speaking skills, the results reflect the skill or other factor the test purports to measure, rather than the impairment, except where those skills are the factors the test purports to measure. The EEOC's 29 April 2024 page states that these laws apply to AI in employment as they apply to other practices, and it gives as an example video-interview software that scores an applicant low because of speech patterns related to a disability. There is no action-plan lodging in the sections that were opened. You decide the response.
- Written for / version
- United States versionUS
Who does what
| Role | What they do |
|---|---|
| Assistance | Do not begin AI assistance until the responsible lawyer has defined and confirmed its permitted scope. |
| Lawyer | Perform the substantive analysis and decisions. Independently check any permitted supporting work and approve the exact output for its intended use. |
Checklist
- Calculate operative dates independently from the current rule and actual triggering event. Check exceptions and record the verified deadline.
- Confirm that the actual tool, feature and processing terms permit use of this information, including access, retention, training and disclosure conditions.
- Confirm the output against the client’s instructions and the complete relevant source material, including omissions or contradictions.
- Resolve exceptions and record the responsible lawyer’s approval of the exact output and intended use.