When looking at whether an accommodation is a hardship, which of the following is something the courts do not look for?

In assessing whether an accommodation poses an undue hardship on an employer, courts focus on several relevant factors that directly relate to the impact and feasibility of the accommodation itself. The duration of time an employee has spent with the employer is not typically considered a key factor in this assessment.

The cost of accommodation, the type of job involved, and the employer's efforts to provide the accommodation all bear significant weight in determining whether the requested modification is reasonable or burdensome. For instance, a higher cost of accommodation or the complexity of the job might suggest a greater potential for hardship. The employer's willingness to make adjustments demonstrates their commitment to meeting their legal obligations, which is relevant in determining whether the request can be accommodated without disproportionate difficulty or expense.

On the other hand, the length of employment does not inherently affect the burden of the accommodation itself; rather, it is more about the functional implications of accommodating a worker's needs regardless of their tenure with the organization. Thus, the focus remains on the practical limitations faced by the employer in implementing the accommodation.