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You must provide a reasonable accommodation to the known physical or mental limitations of a qualified applicant or employee with a disability, unless doing so would impose an undue hardship on the business.
Accommodations vary depending upon the needs of the individual. Not all people with disabilities will require accommodations.
Accommodations vary depending upon the needs of the individual. Not all people with disabilities will require accommodations.
Reasonable accommodations must be determined on a case-by-case basis because workplaces and jobs vary, as do people with disabilities. Accommodations might involve changes to workplace policies, procedures, or practices. Physical changes to the workplace or providing equipment may also be effective reasonable accommodations.
There are three basic categories of reasonable accommodations:
Accommodations can run the gamut, and might include:
Undue hardship. You are to provide an accommodation unless doing so imposes an undue hardship. This takes into account the financial realities of a particular employer. However, this concept it not limited to financial difficulty, but refers to any accommodation that would be unduly costly, extensive, substantial, or disruptive, or that would fundamentally alter the nature or operation of the business.
Determinations of undue hardship must be based on an individualized assessment of current circumstances.
The fact that a particular accommodation imposes an undue hardship means only that you are not required to provide that particular accommodation. If a different accommodation would be effective and not cause an undue hardship, then you must provide the alternate accommodation.