A reasonable accommodation is required by the ADA. Specifically, this is assistance or changes within a position or workplace to enable any employees with a disability to still do their job. The only times that the employer is not required to mandate changes is if doing so would pose an undue hardship. It is important to note, that employees who qualify for these accommodations need to hold all necessary degrees, skills and experience for the job and can perform the essential functions with or without accommodation. An example of this is modifying exams and training material, such as extending the time limit or having the exam orally instead of in writing (Nolo, n.d.).
The National Registry of Emergency Medical Technicians (NREMT) claims to have taken a lead role in complying with the ADA, from 1991 to this date, working to comply with requests for examination accommodations. Passing this certification requires two components; a computer based cognitive examination and a practical examination. Some of the accommodations for the practical examination are the use of an assistive device, which is also allowed on the job (NREMT, n.d.).
The firefighter, from the case Mark A. Marusa v. City of Brunswick, should have requested an accommodation by following the steps found on the NREMT website. The accommodation should have been filed ahead of time with the appropriate paperwork stating why he needed the accommodations and proof of it. Doing this would have solved his problem with taking the EMT test, as they would have accommodated for what he is specifically asking. But, he did not pursue this from the beginning, and did not disclose his need for accommodation until filing his suit.
Works Cited
Act (ADA). (n.d.). Retrieved from http://www.nolo.com/legal-encyclopedia/free-books/employee-rights-book/chapter7-8.html.
The NREMTs Americans with Disabilities Accommodations Policy Guidelines for
Educators and Students. (n.d.). Retrieved from
https://www.nremt.org/nremt/downloads/NREMT ADA_FINAL.pdf.
