Jonah, an administrative employee at a medical office, reached out to his regional ADA Center when his vision loss started making it difficult for him to drive to work. Jonah was curious about his rights under the Americans with Disabilities Act. He had heard the term “reasonable accommodation,” and wanted to know whether he may be able to request telework as an accommodation so he could avoid driving. His regional ADA Center explained the Title I process for requesting a reasonable accommodation, which is a modification or adjustment to a job, the work environment, or the way things usually are done. As part of the interactive process, Jonah and his employer would need to work together to figure out a reasonable accommodation that would allow Jonah to perform the essential functions of the job without the employer experiencing undue hardship.

Equipped with the resources and knowledge provided by his regional ADA Center, Jonah began the interactive process of getting a reasonable accommodation. Shortly after Jonah reached out to his employer, the COVID-19 pandemic caused Jonah and many of his coworkers to begin working from home. Eventually, Jonah’s coworkers started returning to the office. Jonah successfully advocated for himself and was allowed to continue to work remotely as a reasonable accommodation.