An employer is required to make a reasonable accommodation to employees and applicants that are covered by the ADA unless doing so would impose an "undue hardship" on the operation of the employer's business.
Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources, and the nature and structure of its operation.
An employer is not required to lower quality or production standards to make an accommodation. Employers also are not obligated to provide personal use items such as glasses or hearing aids.
Reasonable accommodation may include, but is not limited to:
Making existing facilities accessible and usable to persons with disabilities.
Job restructuring, modifying work schedules, 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.
This information is developed by the EEOC