A reasonable accommodation is “any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability.” Accommodations adjust hiring and employment processes to enable individuals with a disability to apply for jobs, perform jobs, or have equal access to the workplace and employee benefits such as kitchens, parking lots, office events, or trainings.

The Americans with Disabilities Act (ADA) requires employers to provided reasonable accommodations to qualified employees with disabilities, unless it would require undue hardship on the part of the employer. Common examples of reasonable accommodations according to the EEOC include:

• Modifying work schedules or supervisory methods
• Granting breaks or providing leave
• Altering how or when job duties are performed
• Removing and/or substituting a marginal function
• Moving to different office space
• Providing telework beyond that provided by the collective bargaining agreement, relevant contract, or job duties
• Making changes in workplace policies
• Providing assistive technology, including information technology and communications equipment or specially designed furniture
• Providing a reader or other staff assistant to enable employees to perform their job functions, where the accommodation cannot be provided by current staff
• Removing an architectural barrier, including reconfiguring work spaces
• Providing accessible parking
• Providing materials in alternative formats (i.e. Braille, large print)
• Providing a reassignment to another job