Reasonable accommodation may include, but is not limited to:
• Acquiring or modifying equipment or devices, modifying examinations, training material, or policies, and providing qualified readers or interpreters.
• Job restructuring, modifying work schedules, reassignment to a vacant position.
• Making facilities used by employees readily accessible and usable by persons with disabilities.

- An employer is required to accommodate the known disability of a qualified applicant or employee unless “undue hardship” for the employer arises.

- Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer’s size, resources, and nature of operation.

An employer is not required to lower quality or production standards, nor is an employer obligated to provide personal use items such as glasses or hearing aids.

For more information on the Americans with Disabilities Act visit www.ada.gov.