Reasonable Accommodation
Under the ADA, an employer is required to make a reasonable accommodation for an employee with a disability. The accommodation should be designed to allow the employee to perform a job for which he/she is qualified, and include adjustments to ensure that he/she has the rights and privileges in employment equal to employees without disabilities.
A reasonable accommodation may include, but is not limited to, making existing facilities used by employees readily accessible to and usable by persons with disabilities; job restructuring; modification of work schedules; providing additional unpaid leave; reassignment to a vacant position; acquiring or modifying equipment or devices; adjusting or modifying examinations, training materials, or policies; and providing qualified readers or interpreters. However, an employer is not required to lower production standards to make an accommodation, and is not required to make an accommodation that will pose undue hardship to the company.