No. The law requires that accommodations must be ‘reasonable,’ and while most employees will be reasonable in their requests, not all employees will be.
This also means that an accommodation may not be perfect. Amending scheduling for example, either for a religious observance or for a childcare requirement, might mean that an employee makes up the time in overtime or on an unscheduled day. These may not be perfect accommodations from an employee’s perspective, but they would be reasonable ones.
At its best, finding accommodations for an employee should be a collaborative effort between employers and employees. This does not mean, though, that every solution is going to be a perfect one. It also does not provide employees requiring accommodation with carte blanche just because they have a different status. The ultimate goal of accommodation is to level the playing field, not to give any one employee an unfair advantage.
