Certified Human Resource Professional (CHRP) Practice Exam

The duty to accommodate primarily relates to disabled workers because it is a legal requirement under human rights legislation in many jurisdictions. This duty mandates employers to take reasonable steps to remove barriers that prevent individuals with disabilities from fully participating in the workplace. It includes making changes to the work environment, altering work schedules, providing assistive technology, or modifying job duties when necessary. The underlying principle is to ensure that disabled workers can perform their jobs effectively and equitably, fostering an inclusive and diverse workforce.

In contrast, the other groups do not necessarily encompass legal obligations regarding accommodation. Expatriates may face different challenges, such as transition support or cultural integration, rather than accommodations specific to disabilities. Laid-off workers are typically concerned with severance and job placement rather than accommodations, and telecommuting workers might have flexible work arrangements but do not inherently relate to the duty to accommodate unless they involve disability considerations. Thus, the focus on disabled workers highlights the specific legal context and responsibilities that employers hold under human rights legislation.