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Further, Section 504 covers employment discrimination based on disability and requires HUD and HUD-assisted agencies to make reasonable accommodations for the known physical or mental limitations of an employee or qualified applicant. It covers all HUD programs except for its mortgage insurance and loan guarantee programs. [15]
According to a 2020 HUD regulatory guidance document, "complaints concerning denial of reasonable accommodations and disability access comprise almost 60% of all FHA complaints and those involving ...
A reasonable accommodation is an adjustment made in a system to accommodate or make fair the same system for an individual based on a proven need. That need can vary. That need can vary. Accommodations can be religious, physical, mental or emotional, academic, or employment-related, and law often mandates them.
A reasonable accommodation is a change in the way things are typically done that the person needs because of a disability, and can include, among other things, special equipment that allows the person to perform the job, scheduling changes, and changes to the way work assignments are chosen or communicated. [20]
There have been calls for HUD to use disparate impact as a measure of housing discrimination. HUD's disparate impact rule was strengthened in 2013 and upheld in a court case in 2015. However, in 2020, HUD issued its final disparate impact rule, which shifted the burden of proof of discrimination to the victims of housing discrimination. [18]
The Convention defines "reasonable accommodation" as "necessary and appropriate modification and adjustments not imposing a disproportionate or undue burden, where needed in a particular case, to ensure to persons with disabilities the enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms" in Article 2 ...
For example, there is controversy over whether the ADA definition of service animal, with its requirement of training, applies to reasonable accommodation claims for animals under the FHAA. [44] However, HUD administrative judges have ruled in favor of emotional support animals, despite their lack of training, as being reasonable accommodations.
1983 – The Job Accommodation Network (JAN) was founded by the President's Committee on Employment of the Handicapped to provide information to businesses with disabled employees. [ 3 ] 1983 – Amendments to the Rehabilitation Act of 1973 provided for the Client Assistance Program (CAP), an advocacy program for consumers of rehabilitation and ...
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