• Providing personal assistants or attendants to help a qualified individual with a disability perform an essential job function.
• Making existing job facilities used by employees readily accessible to and usable by disabled individuals (this may include providing accessible breakrooms or restrooms, or reserving parking spaces).
• Job restructuring.
• Part-time or modified work schedules.
• Reassignment to a vacant position for which the individual is qualified.
• Acquiring or modifying equipment or devices.
• Modifying examinations, training materials or policies.
• Providing assistive aids such as qualified readers or interpreters.
• Offering an unpaid extension of a paid or unpaid leave.
• Allowing employees to bring assistive animals to the worksite.
• Changing supervisory methods (e.g., dividing complex tasks into smaller parts).
• Providing additional training.
• Permitting an alteration of when and/or how an essential function is performed.
• Providing an adjustment or modification of examinations, training materials or policies.
• Modifying an employer policy.
• Working from home.

• Employers may not retaliate against employees who refuse to accept an accommodation.

Examples of Unreasonable Accommodations

Reasonable accommodation doesn’t require you to:

• Eliminate essential job functions.
• Find a different position for an applicant who isn’t qualified for the position originally sought.
• Lower quality or quantity standards to make an accommodation where the qualify or quantity standard is an essential job function.

1. 42 U.S.C. 12111(9); 2 CCR sec. 11065(p)