Dan, Why do you consider the example below accommodation run amok, and are you stating so from the perspective of the employer, a disabled employee, or both? As others have responded, I think it would require more information to know if this is the case. The key piece of information for me in the description you provided is that the engineers worked in teams, which makes splitting up the duties a reasonable, not excessive accommodation IMHO. Now if the job description required that the engineer be able to work independently and the disabled engineer requested a robot costing tens of thousands of dollars to accomplish the videotaping of the facilities and buildings as a reasonable accommodation, that may be considered accommodation run amok. But even then, if the employer is willing to do it (and we do not know from your example whether the employer was resistant to accommodations), why should any accommodation be considered as excessive if agreed upon?
Steve - C4, 20 years -----Original Message----- From: Dan [mailto:[email protected]] Sent: Saturday, January 31, 2009 12:12 PM To: [email protected] Subject: [QUAD-L] Job Accommodation I found this on the USDL website. I think this is an blatant example of accommodation run amuck. What do you guys think. "An engineer who uses a wheelchair held a job in a manufacturing company that required employees to move throughout a campus facility inspecting various aspects of the buildings, typically using the ability to climb, scoot, and crawl into small spaces. The engineers worked in teams. One member of the team would videotape the areas that this worker could not access. The engineer then used the videotape to gather pertinent information for the task." Dan
