---
title: "List a requested work accommodation against the job the file describes"
url: "https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/prepare-a-disability-action-plan-for-lodgement-with-the-commission/united-states"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A15-T20261018-30-US"
practice_area: "Anti-Discrimination & Industrial Relations"
tier: "red"
lawyer_review: "required"
jurisdictions: ["US"]
last_reviewed: "2026-10-22"
---

# List a requested work accommodation against the job the file describes

> 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.

Canonical page: https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/prepare-a-disability-action-plan-for-lodgement-with-the-commission/united-states  
Last reviewed: 2026-10-22

Site index for agents: https://ailawframework.com/llms.txt

## Key facts

| Fact | Value |
| --- | --- |
| Practice area | [Anti-Discrimination & Industrial Relations](https://ailawframework.com/practice/anti-discrimination-and-industrial-relations.md) |
| Human involvement | Red: Lawyer writes; AI may check, clarify or collect data |
| 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 | United States |
| Applies to | [Prepare a disability action plan for lodgement with the Commission](https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/prepare-a-disability-action-plan-for-lodgement-with-the-commission.md) |

## Checking plan

- What the AI does: 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.
- Basis: Checked against the linked sources on 22 October 2026. Confirm the current instrument before reliance.

## Notes

- The definition of undue hardship was not opened. The list does not decide hardship.
- Do not prepare an Australian disability action plan for lodgement. The sections opened here do not provide that lodging.
- A charge, if one is filed, follows 42 U.S.C. § 2000e-5. This list does not draft the charge.

## Sources

- [42 U.S.C. § 12112, discrimination (Americans with Disabilities Act, Title I)](https://www.law.cornell.edu/uscode/text/42/12112) (checked 2026-10-22)
- [EEOC, What is the EEOC's role in AI? (29 April 2024)](https://www.eeoc.gov/sites/default/files/2024-04/20240429_What%20is%20the%20EEOCs%20role%20in%20AI.pdf) (checked 2026-10-22)
- [42 U.S.C. § 2000e-5, enforcement provisions (Title VII charge timing, where a charge is filed)](https://www.law.cornell.edu/uscode/text/42/2000e-5) (checked 2026-10-22)

## Forms and precedents for this task

| Form or precedent | Kind | AI level | Summary |
| --- | --- | --- | --- |
| [Disability action plan contents and Commission lodgement](https://ailawframework.com/precedents/anti-discrimination-and-industrial-relations/disability-action-plan-and-lodgement.md) | Checklist | Yellow | Checklist for the six provisions section 61 of the Disability Discrimination Act 1992 requires in an action plan, and for giving a copy to the Commission under section 64. |

Signed-in accounts can read the full text of each one.

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*