Reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. Reasonable accommodation also must be made to enable an individual with a disability to participate in the application process, and to enjoy benefits and privileges of employment equal to those available to other employees.
It is a violation of the ADA to fail to provide reasonable accommodation to the known physical or mental limitations of a qualified individual with a disability, unless to do so would impose an undue hardship on the operation of your business. Undue hardship means that the accommodation would require significant difficulty or expense.
Important Note:
Employers may mistakenly discontinue the interactive process when an employee requests an accommodation that is not effective, would be too difficult, or is not legally required. However, the interactive process is an ongoing dialogue between the employer and employee that aims to remove barriers so that employees can perform their jobs with accommodations. If an employer doesn't continue the process, they may be violating the Americans with Disabilities Act (ADA). Courts will rule against the party that prevents the process from continuing, and the U.S. Equal Employment Opportunity Commission (EEOC) also prefers to see employers actively engaged. The state may also require employers to participate in the process in good faith and in a timely manner.