Self-identifying as an individual with a disability does not automatically entitle that individual to an accommodation, but the sponsor must provide a reasonable accommodation to an apprentice with a disability who requests one, or where the need for such an accommodation is clear.
Does a sponsor have to provide an accommodation to someone who identifies as an individual with a disability?
Equal Employment Opportunity
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As with all requests for a reasonable accommodation, the sponsor should engage in an interactive process with the individual to identify the precise limitations resulting from the disability and potential reasonable accommodations that could overcome those limitations. However, a sponsor may require that an individual be able to perform the essential functions of the position in question without posing a direct threat to the health or safety of the individual or others in the workplace. Thus, if an individual with a disability cannot perform a job safely, even with a reasonable accommodation, the sponsor need not hire or retain him or her for that job.
At the same time, not all disabilities include physical limitations, and not all physical limitations will be relevant to the job in question. Each situation requires a specific assessment of the individual’s current ability to safely perform the essential functions of the job.
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A “reasonable accommodation” includes making existing facilities used by apprentices readily accessible to and usable by individuals with disabilities. The term also refers to other measures, such as job restructuring; part-time or modified work schedules; reassignment to a vacant position; acquisition of or modifications to equipment or devices; appropriate adjustment of or modifications to examinations, training materials, or policies; the provision of qualified readers or interpreters; and other similar accommodations. For more information on reasonable accommodations, visit the disability Equal Employment Opportunity webpage.
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