“Reasonable accommodation may include, but is not limited to: (1) Making existing facilities used by employees readily accessible to and usable by persons with disabilities. (2) Job restructuring, modifying work schedules, reassignment to a vacant position; (3) Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters” (U.S. Equal Employment Opportunity Commission, 2009).
“Reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities. Accommodations vary depending upon the needs of the individual applicant or employee” (U.S. Equal Employment Opportunity Commission, 2009).
“Accommodations are not supposed to be based on an individual’s contribution to the organization, but rather on individual need and organization capacity to make the accommodation” (Basler & Harris, 2008, p. 16).

U.S. Equal Employment Opportunity Commission. (2009). Facts about the Americans with Disabilities Act [Fact Sheet]. Retrieved from Balser, D. B., & Harris, M. M. (2008). Factors affecting employee satisfaction with disability accommodation: A field study. Employee Responsibilities & Rights Journal, 20(1), 13-28.