An employer in the United States is expected to make reasonable accommodation
to employ a disabled person, which includes “Making existing facilities used
by employees readily accessible to and usable by 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.”
A qualified employee or application is an individual who, “with or without reasonable
accommodation, can perform the essential functions of the job in question.”
An employer is required to make reasonable accommodation to the known
disability of a qualified applicant or employee if it would not impose an undue
hardship on the operation of the 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.”