{"id":10855,"date":"2025-10-30T13:34:21","date_gmt":"2025-10-30T18:34:21","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=10855"},"modified":"2026-06-23T10:44:33","modified_gmt":"2026-06-23T15:44:33","slug":"analyzing-accommodations-under-the-ada","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/analyzing-accommodations-under-the-ada\/","title":{"rendered":"Ask our experts: Analyzing accommodations under the ADA"},"content":{"rendered":"\n
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Written by: <\/p>\n\n\n

Emily Scace<\/a><\/div><\/div>\n\n\n\n
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Share<\/p>\n\n\n

<\/a><\/a><\/a><\/a><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

Managing accommodations under the Americans with Disabilities Act (ADA)<\/a> is a constant pain point for employers – and a frequent subject of Ask Our Experts<\/a> questions. Below are just a few tricky accommodation scenarios our subscribers have asked about recently.<\/p>\n\n\n\n

Adjusting performance standards<\/h2>\n\n\n\n
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Q<\/strong>: An employee is requesting reduced performance metrics as part of an accommodation request. Is this considered reasonable?<\/p>\n<\/div>\n\n\n\n

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A<\/strong>: The Americans with Disabilities Act (ADA) does not require an employer to disregard, change or eliminate its performance standards as a reasonable accommodation. In other words, an employer can require an employee with a disability to meet the same performance standards as a non-disabled employee in the same job.<\/p>\n\n\n\n

But that doesn’t mean the employer is off the hook for providing accommodations. There may be ways to assist an employee with a disability in meeting applicable performance standards, and those measures could be a reasonable accommodation that the employer would be required to provide.<\/p>\n\n\n\n

For example, if an employee is having difficulty meeting a production quota because of a physical limitation, could the employer adjust the employee’s workspace to help the employee work more quickly and meet the quota? Or maybe there are non-critical tasks that could be reassigned to allow the employee to focus their time on essential job duties.<\/p>\n\n\n\n

Accommodations are never one-size-fits-all, and engaging in the interactive process is critical. The interactive process should be a true dialogue between the employer and employee about the job requirements, the employee’s disability-related needs, and the possible solutions.<\/p>\n<\/div>\n<\/div>\n\n\n\n

Substance abuse disorders<\/h2>\n\n\n\n
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Q<\/strong>: An employee received a medical diagnosis of alcoholism and notified the employer that they intended to seek treatment. However, this has not happened. The employee is having attendance and performance issues and consumed alcohol at a company event. What are the employer’s options, and is there any accommodation required for this employee?<\/p>\n<\/div>\n\n\n\n

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A<\/strong>: Alcoholism is considered a covered disability under the ADA, and employees with alcoholism who are qualified to perform the essential functions of a job may be entitled to reasonable accommodation. However, employees who abuse alcohol may be required to meet the same performance and conduct standards – and be subject to the same consequences – that apply to other employees.<\/p>\n\n\n\n

There is a critical difference between an employee who has been diagnosed with a substance use disorder and an employee who is actively abusing alcohol or drugs in ways that affect their job performance or violate company policies. Even though alcoholism is a covered disability under the ADA, an employer may prohibit employees from using alcohol in the workplace and working under the influence and may impose consequences for violating those rules. Solid drug and alcohol policies are key here.<\/p>\n\n\n\n

Possible reasonable accommodations for an employee with alcoholism might include:<\/p>\n\n\n\n