24 DIVERSEability Magazine www.diverseabilitymagazine.com
CAREERS
Fifth Third Bank is passionate about our diversity work and engaging with our community partners to make deeper connections that positively impact inclusion across our footprint.
Learn more about our careers at: www.53.com/careers.
Diversity, when coupled with inclusion, makes our world a better place. It brings innovation and intelligence that makes all of our businesses more profitable.
To learn more about our diversity and inclusion at Fifth Third Bank, please visit 53.com/diversity
Fifth Third Bank is proud to have an engaged and inclusive culture and to promote and ensure equal employment opportunity in all employment decisions regardless of race, color, gender, national origin, religion, age, disability, sexual orientation, gender identity, military status, veteran status or any other legally protected status. Fifth Third Bank, National Association. Member FDIC. Equal Opportunity Employer.
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disabilities. Therefore, you can request any accommodation that is considered reasonable. Here are some examples of reasonable accommodations from the EEOC: making existing facilities accessible job restructuring part-time or modified work schedules acquiring or modifying equipment changing tests, training materials or policies providing qualified readers or interpreters reassignment to a vacant position medical leave work at home The following are not considered forms of reasonable accommodation and therefore not required under the ADA: removing or eliminating an essential function from a job lowering production standards providing personal use items such as a prosthetic limb, a wheelchair, eyeglasses, hearing aids or similar devices if they are also needed off the job Note: While employers are not required to eliminate an essential function, lower a production standard or provide personal use items, they can do so if they wish. The only limitation on an employers obligation to pro- vide reasonable accommodations is that no such change or modification is required if it would cause undue hardship to the employer. Undue hardship means significant diffi- culty or expense and focuses on the resources and circum- stances of the particular employer concerning the cost or difficulty of providing a specific accommodation. Undue hardship refers not only to financial difficulty but to reason- able accommodations that are unduly extensive, substantial or disruptive, or those that would fundamentally alter the nature or operation of the business. An employer must as- sess on a case-by-case basis whether a particular reasonable accommodation would cause undue hardship.
What if My Request is Denied?
If your employer denies your request, try to find out why so you know what to do next. For example, if your employ- er denied your request because your medical information did not show that you have a disability, you can provide additional information. Or, if your employer decided that the accommodation you requested would pose an undue hardship, you may want to suggest other options. If you do not think your employer had a valid reason to deny your request, or the employer will not tell you why the request was denied, you have options. You can appeal the decision by going up the chain of command, filing a griev- ance with your union if you have one, or filing a complaint with the EEOC or your state enforcing agency.
Source: Job Accommodation Network
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