Employees Who Use 

 Wheelchairs 

Accommodation and Compliance Series
Practical Solutions • Workplace Success 

2 

Preface 

The Job Accommodation Network (JAN) is a service of the Office of Disability 

Employment Policy of the U.S. Department of Labor. JAN makes documents available 

with the understanding that the information be used solely for educational purposes. 

The information is not intended to be legal or medical advice. If legal or medical advice 

is needed, appropriate legal or medical services should be contacted. 

JAN does not endorse or recommend any products or services mentioned in this 

publication. Although every effort is made to update resources, JAN encourages 

contacting product manufacturers/vendors and service providers directly to ensure that 

they meet the intended purposes. This guarantees that the most up-to-date information 

is obtained. 

The following document is not copyrighted and reproduction is encouraged. Section 

105 of the Copyright Law provides that no copyright protection is available for works 

created by the U.S. Government. Therefore, all works created by JAN fall under this 

provision. While individuals may use such work with impunity, individuals may not 

claim copyright in the original government work, only in the original material added. 

Individuals may access the full text of the law from the U.S. Copyright Office 

http://www.loc.gov/copyright. Please note that specific information cited by JAN may be 

copyrighted from other sources. Citing secondary sources from a JAN publication may 

violate another organization's or individual's copyright. Permission must be obtained 

from these sources on a case-by-case basis. When using JAN materials, JAN asks that 

the materials not be reproduced for profit, that the tone and substance of the information 

are not altered, and that proper credit is given to JAN as the source of the information. 

For further information regarding this or any other document provided by JAN, please 

contact JAN. 

Authored By Linda Carter Batiste, J.D., and Beth Loy, Ph.D. Updated 03/23/10. 
Practical Solutions • Workplace Success 

3 

JAN’S ACCOMMODATION AND COMPLIANCE SERIES

Introduction 

JAN’s Accommodation and Compliance Series is designed to help employers determine 

effective accommodations and comply with Title I of the Americans with Disabilities Act 

(ADA). Each publication in the series addresses a specific medical condition and 

provides information about the condition, ADA information, accommodation ideas, and 

resources for additional information. 

The Accommodation and Compliance Series is a starting point in the accommodation 

process and may not address every situation. Accommodations should be made on a 

case by case basis, considering each employee’s individual limitations and 

accommodation needs. Employers are encouraged to contact JAN to discuss specific 

situations in more detail. 

For information on assistive technology and other accommodation ideas, visit JAN's 

Searchable Online Accommodation Resource (SOAR) at http://askjan.org/soar. 

Information about Wheelchair Users 

How many people use wheelchairs? 

There are an estimated 1.4 million wheelchair users in the United States (Kraus, 1996). 

People use wheelchairs for a variety of reasons, the most common reason being 

paralysis from spinal cord injuries. Current estimates indicate there are between 

183,000 and 230,000 persons alive today in the United States with spinal cord injuries. 

The mean age of injury is 38 (Spinal Cord Injury Information Network, 2008). Other 

reasons people use wheelchairs include: fatigue from multiple sclerosis, muscle 

weakness from muscular dystrophy, lower limb spasticity from cerebral palsy, and 

missing limbs due to amputation. 

What types of wheelchairs are available? 

There are a variety of wheelchairs on the market, including manual, motorized, standup, elevating, reclining, sports, beach, and stair-climbing. Individuals, working with 

medical professionals, choose a wheelchair to meet their specific needs, depending on 

their limitations and activities. 
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Wheelchairs Users and the Americans with Disabilities Act 

Do people who use wheelchairs have disabilities under the ADA? 

The ADA does not contain a list of medical conditions that constitute disabilities. 

Instead, the ADA has a general definition of disability that each person must meet 

(EEOC, 1992). Therefore, some people who use wheelchairs will have a disability under 

the ADA and some will not. 

A person has a disability if he/she has a physical or mental impairment that substantially 

limits one or more major life activities, a record of such an impairment, or is regarded as 

having such an impairment (EEOC, 1992). For more information about how to 

determine whether a person has a disability under the ADA, visit 

http://askjan.org/corner/vol02iss04.htm. 

To what extent do employers have to modify existing work-sites to make them 

accessible for employees who use wheelchairs? 

Under Title I of the ADA, employers are not required to make existing facilities 

accessible until a particular applicant or employee with a disability needs an 

accommodation, and then the modifications should meet that individual’s work needs. 

Employers do not have to make changes to provide access in places or facilities that 

will not be used by that individual for employment related activities or benefits (EEOC, 

1992). 

Do employers have to pay for personal attendant care in the workplace? 

According to informal guidance from the Equal Employment Opportunity Commission 

(EEOC), employers are not responsible for the cost of personal attendant care for 

employees with disabilities because employers are not responsible for personal needs 

or services in the workplace. However, when an employee travels for work and incurs 

personal attendant care expenses beyond his/her usual expenses when not traveling for 

work, there is a good argument that the employer must pay the added costs. 

Do employers have to provide wheelchairs for employees who need them? 

Wheelchairs are usually considered personal need items and therefore employers are 

generally not responsible for providing them. However, where personal need items are 

specifically designed or required to meet job-related rather than personal needs, 

employers must consider providing them (EEOC, 1992). For example, if an employee 

with multiple sclerosis is able to walk the distances required to carry out her day to day 

activities, but gets fatigued if required to walk great distances, her employer might be 

responsible for providing a mobility aid (such as a wheelchair or scooter) if her job 

requires her to walk great distances. 
Practical Solutions • Workplace Success 

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Accommodating Employees Who Use Wheelchairs 

(Note: People who use wheelchairs may develop some of the limitations discussed 

below, but seldom develop all of them. Also, the degree of limitation will vary among 

individuals. Be aware that not all people who use wheelchairs will need 

accommodations to perform their jobs and many others may only need a few 

accommodations. The following is only a sample of the possibilities available. 

Numerous other accommodation solutions may exist.) 

Questions to Consider: 

1. What limitations is the employee who uses a wheelchair experiencing? 

2. How do these limitations affect the employee and the employee’s job performance? 

3. What specific job tasks are problematic as a result of these limitations? 

4. What accommodations are available to reduce or eliminate these problems? Are all 

possible resources being used to determine possible accommodations? 

5. Has the employee who uses a wheelchair been consulted regarding possible 

accommodations? 

6. Once accommodations are in place, would it be useful to meet with the employee 

who uses a wheelchair to evaluate the effectiveness of the accommodations and to 

determine whether additional accommodations are needed? 

7. Do supervisory personnel and employees need training regarding employees who 

use wheelchairs? 

Accommodation Ideas: 

Activities of Daily Living: 

People who use wheelchairs may need assistance with personal care while at work. 

Although an employer is not responsible for providing the personal care, an employer 

may be responsible for certain accommodations to enable an employee who uses a 

wheelchair to meet his/her personal care needs. The following are examples of some of 

these personal care needs and possible accommodations: 

• Allow the person to have a personal attendant at work to assist with toileting, 

grooming, and eating 

• Allow the person to take periodic rest breaks for repositioning, toileting, or 

grooming needs 

• Provide flexible scheduling and allow use of sick leave for medical care 

• Allow the person to bring a service animal into the workplace 
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Workstation Access: 

People who use wheelchairs may encounter a variety of obstacles at their workstations 

depending on their limitations. The following are examples of these obstacles and 

possible accommodations: 

• Height adjustable desk or table for a person who cannot work comfortably at 

an existing desk 

• Accessible filing system for a person who cannot reach upper and lower file 

drawers in a vertical file cabinet 

• Office supplies and frequently used materials on most accessible shelves or 

drawers for a person who cannot reach upper and lower shelves and drawers 

• Page turners and book holders for a person who cannot manipulate paper 

• Writing aids for a person who cannot grip a writing tool 

• Accessible office machines, such as copiers and faxes, so a person using a 

wheelchair can access them from a seated position 

• Voice activated speaker phone, large button phone, automatic dialing system, 

voice mail system, and/or headset, depending on the person’s limitations and 

preferences 

• Alternative access for computers such as speech recognition, Morse code 

entry, trackballs, key guards, alternative keyboards, and/or mouth sticks, 

depending on the person’s limitations and preferences 

Work-site Access: 

People who use wheelchairs may encounter obstacles before reaching their 

workstations. The following are examples of these obstacles and possible 

accommodations: 

• Flexible scheduling so a person who cannot drive can access public 

transportation 

• Accessible parking for a person who does drive 

• Accessible route of travel from the parking lot into the building 

• Accessible restrooms, lunchroom, break room, etc. 

• Accessible route of travel to the person’s workstation 

• Work from home if the person cannot get to the work-site 

Travel for Work: 

People who use wheelchairs may encounter obstacles before reaching their work-site. 

The following are examples of possible accommodations: 

• Accessible transportation 

• Accessible lodging 
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• Accessible meeting/training site 

• Medical supplies/wheelchair repair at travel destination 

• Personal attendant care at travel destination 

Wheelchair Etiquette: 

1. When addressing a person who uses a wheelchair, do not lean on the wheelchair 

unless you have permission to do so. A wheelchair is part of an individual’s 

personal space. 

2. Do not assume a person using a wheelchair needs assistance. Always ask before 

providing assistance. If your offer of assistance is accepted, ask for instructions and 

follow the instructions given. 

3. When talking to a person who uses a wheelchair, look at and speak directly to that 

person, rather than through a companion. 

4. Relax and speak naturally. Do not be embarrassed if you happen to use accepted 

common expressions such as “got to be running along” that seem to relate to the 

person’s disability. 

5. When talking with a person in a wheelchair for more than a few minutes, use a 

chair, whenever possible. This can facilitate conversation. 

6. When giving directions to a person in a wheelchair, consider distance, weather 

conditions, and physical obstacles such as stairs, curbs, and steep hills. 

7. Use proper terminology when referring to a person who uses a wheelchair. Terms 

such as “wheelchair bound” or “confined to a wheelchair” are inappropriate. Using a 

wheelchair does not mean confinement. 

8. Do not assume that all people who use wheelchairs have the same limitations. 

People use wheelchairs for a variety of reasons and have different limitations and 

abilities. 

9. If a person who uses a wheelchair has a service animal, do not pet or try to play 

with it. A service animal is working and should not be interrupted. 

10. When greeting a person who uses a wheelchair, it is appropriate to offer to shake 

hands with that person even if he/she has upper extremity limitations. 

Wheelchair Ergonomics: 

Ergonomics is an applied science concerned with designing and arranging things 

people use so that the people and things interact most efficiently and safely (About.com, 

2005). Essentially, ergonomics is the relationship between the worker and the job with a 
Practical Solutions • Workplace Success 

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focus on designing a system to meet certain productivity goals without injury. Without an 

effective relationship, a worker can become injured or incur a permanent disability from 

work-related stressors. With insurance cost sky rocking and the cost of litigation 

soaring, many employers are voluntarily implementing ergonomic programs. Even 

without federal ergonomic standards, the Occupational Safety and Health 

Administration (OSHA) has issued citations for ergonomic hazards in the workplace 

using its General Duty Clause, which is Section 5(a)1 of the Occupational Safety and 

Health Act (1970). Section 5(a)1 states that “a place of employment must be free from 

recognized hazards that are causing or are likely to cause death or serious physical 

harm to [ ] employees” (OSHA, n.d.a). Though OSHA has been citing employers for 

ergonomic hazards and has published ergonomic guidelines for meatpacking plants, 

poultry processing, retail grocery stores, and nursing homes, curbing the number of 

cumulative trauma disorders in the workplace remains an increasing concern for 

employers (OSHA, n.d.b). 

Although OSHA has proposed a national ergonomics standard, there are currently no 

specific federal requirements regarding ergonomics for office workers. However, there 

has been some effort to address the problem of ergonomic hazards in the workplace. 

For example, the American National Standards Institute (ANSI) has sought to control 

work-related cumulative trauma disorders by developing voluntary guidelines. In 

addition, some states are implementing state regulations. For example, California and 

Washington have adopted ergonomic standards, and even though not currently 

mandated in most states, ergonomics can benefit employers by enhancing workplace 

safety, decreasing workers’ compensation costs, and increasing productivity (OSHA, 

n.d.c). The benefits of implementing an ergonomic program apply to all office workers, 

but can be particularly important in order to prevent secondary injuries when 

accommodating employees with disabilities. Because the ADA mandates employers to 

accommodate employees with disabilities, ergonomics can be a useful tool to help 

employers implement effective accommodations and therefore comply with the ADA 

(EEOC, 1992). 

Before determining what accommodations might be effective, an employer must know 

the essential job functions. Though not required by the ADA, a job analysis can aid in 

determining the essential functions and is an important precursor to an ergonomic 

analysis. 

The following information provides tips for assessing the individual’s workstation. For 

more detailed information on how to perform an ergonomic analysis with a special 

emphasis on accommodating officer workers who use wheelchairs, contact JAN. In 

particular, the more detailed information outlines the steps to completing a job analysis; 

proper ergonomic spacing, flooring, doors, and storage areas; and administrative 

controls. 
Practical Solutions • Workplace Success 

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General Guidelines for Completing an Ergonomic Analysis 

The following information gives examples of general questions to ask when designing 

workstations for individuals who use wheelchairs in an office setting. When implementing 

ergonomics for an individual who uses a mobility aid, the wheelchair and its user must be 

considered one unit. The type of mobility aid, whether an electric or a manual wheelchair, 

may change what is “ergonomic.” When dealing with accommodation issues in the 

workplace, special attention should be given to the location and set-up of assistive 

technology to ensure good ergonomics. 

Worker: 

• What psychosocial factors (social aspects) are influencing the worker? 

• What types of personal protective equipment are used? 

• What are the worker’s anthropometric data? 

Workstation: 

• What are the dimensions of the workstation? 

• Is the keyboard placed low enough so that the operator’s posture feels 

comfortable? 

• Does the work surface allow the user the ability to adjust work surface heights 

and angles? 

• What equipment is fixed/moveable and where is it located in relation to the 

worker? 

• What are the general environmental factors? Document noise levels, flooring 

material, lighting, and air quality. 

• Does the job include repeated and sustained exertions? 

• What is the pace setting? 

• Does the job entail forceful exertions, such as gravity, friction, and reaction 

forces? 

• What is the duration and frequency of awkward postures such as flexion, 

extension, and deviation? 

• Has glare been diffused with panel diffusers and glare screens? 

• Has the air quality of the workstation been checked for comfortable temperature 

variation and adequate circulation? 

Situations and Solutions: 

A medical transcriptionist was injured and became paraplegic. Her employer modified 

the transcription machine with hand control (instead of foot control) so the 

transcriptionist could continue working. 
Practical Solutions • Workplace Success 

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An employee who was paraplegic was working for a small employer who could not 

afford to purchase new office furniture. The employer accommodated the employee by 

placing blocks under the legs of an existing desk. 

A prep cook with paraplegia was hired to work in a large kitchen with standup 

workstations. The employer purchased a standup wheelchair so the cook could work at 

a standing height. 

A person who used a wheelchair was hired to work as a marketing analyst. Her 

workstation was on the second floor of an inaccessible building. The employer installed 

an automatic door opener, an elevator to the second floor, and remodeled a restroom 

and workstation. 

A university chemistry teacher used a wheelchair. The existing chemistry lab was 

designed to accommodate students at a standing height and the college could not 

remodel the entire lab so opted for an elevating wheelchair instead. 

A CAD/CAM drafting specialist became quadriplegic and had limited use of his upper 

extremities. The employer purchased speech-activated software for CAD. 

An artist became quadriplegic and had to use a mouth stick paintbrush. He could not 

adjust his work surface, so he had a battery powered, adjustable easel custom 

designed. 

An accounting technician with post-polio syndrome started using a wheelchair, but was 

concerned about emergency evacuation in the event of a fire. As a result, the employer 

developed an emergency evacuation plan for all employees. 

A social services supervisor with severe arthritis used a wheelchair. Her job required 

her to drive the agency van to several locations. The employer modified the van by 

adding hand controls and a lift. 

A resource nurse with multiple sclerosis needed changes to her workstation and 

schedule. The employer made the workstation wider and added an adjustable keyboard 

tray. The employer also allowed periodic rest breaks and moved the employee closer to 

the restroom and break room to help reduce fatigue. 

Products: 

There are numerous products that can be used to accommodate people with limitations. 

JAN's Searchable Online Accommodation Resource at http://askjan.org/soar is 

designed to let users explore various accommodation options. Many product vendor 

lists are accessible through this system; however, JAN provides these lists and many 

more that are not available on the Web site upon request. Contact JAN directly if you 

have specific accommodation situations, are looking for products, need vendor 

information, or are seeking a referral. 
Practical Solutions • Workplace Success 

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ACCOMMODATION PROCESS FOR OFFICE WORKERS WHO USE WHEELCHAIRS 

No 

No 

No 

Yes 

Yes 

Yes 

What are the job duties necessary for job performance? What limitations are inhibiting job performance? 

What job tasks are problematic?

What accommodations are available to reduce or eliminate these problematic tasks? 

Are there alternative placement possibilities?

Redefine the situation.

Maintain and Update: 

• Are accommodations effective? 

• Was proper training and education provided? 

• Are other accommodations needed? 

• Have ergonomics been considered? 

• Do the employee and supervisor 

communicate? 

• Are there psychosocial factors to consider? 

• Have the employee’s limitations or job duties 

changed?

Does the way the job is being 

performed need modified? 

Does the facility 

need modified? 

Modify.

Implement.

Implement. 

Is it possible to modify the job 

and/or the facility?

Do products or services exist that 

would accommodate the 

individual?

Is it possible to modify an existing 

product or design a new product to 

accommodate the individual?
Practical Solutions • Workplace Success 

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Resources 

Job Accommodation Network 

West Virginia University 

PO Box 6080 

Morgantown, WV 26506-6080 

Toll Free: (800)526-7234 

TTY: (877)781-9403 

Fax: (304)293-5407 

jan@askjan.org 

http://askjan.org 

The Job Accommodation Network (JAN) is a free consulting service that provides 

information about job accommodations, the Americans with Disabilities Act (ADA), and 

the employability of people with disabilities. 

Office of Disability Employment Policy 

200 Constitution Avenue, NW, Room S-1303 

Washington, DC 20210 

Toll Free: (866)633-7635 

TTY: (877)889-5627 

Fax: (202)693-7888 

http://www.dol.gov/odep/ 

The Office of Disability Employment Policy (ODEP) is an agency within the U.S. 

Department of Labor. ODEP provides national leadership to increase employment 

opportunities for adults and youth with disabilities while striving to eliminate barriers to 

employment. 

ALS Association 

27001 Agoura Road, Suite 150 

Calabasas Hills, CA 91301-5104 

Toll Free: (800)782-4747 

Direct: (818)880-9007 

Fax: (818)880-9006 

http://www.alsa.org 

The ALS Association (ALSA) is the only national non-profit voluntary health organization 

dedicated solely to the fight against amyotrophic lateral sclerosis (often called Lou 

Gehrig's disease). The mission of The ALS Association is to find a cure for and improve 

living with ALS. 
Practical Solutions • Workplace Success 

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American Stroke Association 

National Center 

7272 Greenville Avenue 

Dallas, TX 75231 

Toll Free: (888)4ST-ROKE 

http://www.strokeassociation.org 

The American Stroke Association offers a wide array of programs, products and 

services, from patient education materials to scientific statements. 

Christopher Reeve Paralysis Foundation 

Apacure 

http://www.apacure.com 

The Christopher Reeve Paralysis Foundation (CRPF) encourages and supports 

research to develop effective treatments and a cure for paralysis. 

Independent Living Research Utilization (ILRU) Program 

2323 S Shepherd, Suite 1000 

Houston, TX 77019 

Direct: (713)520-0232 

TTY: (713)520-0232 

Fax: (713)520-5785 

ilru@ilru.org 

http://www.bcm.tmc.edu/ilru 

A national center for information, training, research, and technical assistance in 

independent living. They operate the IL NETWORK with the National Council on 

Independent Living (NCIL), organizations, and individuals involved in independent living 

nationwide. 

Muscular Dystrophy Association 

3300 East Sunrise Drive 

Tucson, AZ 85718 

Toll Free: (800)572-1717 

mda@mdausa.org 

http://www.mdausa.org 

MDA provides comprehensive medical services to tens of thousands of people with 

neuromuscular diseases at some 240 hospital-affiliated clinics across the country. The 

Association's worldwide research program, which funds over 400 individual scientific 

investigations annually, represents the largest single effort to advance knowledge of 

neuromuscular diseases and to find cures and treatments for them. In addition, MDA 

conducts far-reaching educational programs for the public and professionals. 
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National Center on Accessibility 

501 North Morton Street - Suite 109 

Bloomington, IN 47404-3732 

Direct: (812)856-4422 

TTY: (812)856-4421 

Fax: (812)856-4480 

nca@indiana.edu 

http://www.indiana.edu/~nca 

The National Center on Accessibility specifically focuses on accessibility for parks, 

playgrounds, and recreational facilities. It has a 24-hour hotline for technical assistance 

and publishes a newsletter on outdoor accessibility issues. In conjunction with the 

National Park Service, the Center also conducts a training program, addressing specific 

accessibility issues through four different four-day courses held in locations across the 

country. 

National Spinal Cord Injury Association 

1 Church Street #600 

Rockville, MD 20850 

Toll Free: (800)962-9629 

Fax: (866)387-2196 

info@spinalcord.org 

http://www.spinalcord.org 

The primary mission of the National Spinal Cord Injury Association (NSCIA) is to work to 

empower individuals and families with spinal cord injury issues to make informed 

choices and take actions to achieve their highest level of independence and personal 

fulfillment. 

National Spinal Cord Injury Statistical Center 

Birmingham, AL 35294-1150 

Direct: (205)934-5049 

Fax: (205)934-2709 

nscisc@uab.edu 

http://www.spinalcord.uab.edu 

Supervises and directs the collection, management, and analysis of data from the 

Model Regional SCI Care Systems, resulting in the world's largest SCI database. 

National Stroke Association 

9707 E. Easter Lane 

Centennial, CO 80112 

Toll Free: (800)787-6537 

Fax: (303)649-1328 

info@stroke.org 

http://www.stroke.org 
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The National Stroke Association's mission is to reduce the incidence and impact of 

stroke by changing the way stroke is viewed and treated. NSA is the only national 

organization dedicating 100 percent of its resources and efforts toward stroke through 

prevention, treatment, rehabilitation, research, and support for stroke survivors and their 

families. 

Paralyzed Veterans of America 

801 Eighteenth Street, NW 

Washington, DC 20006-3517 

Toll Free: (800)424-8200 

TTY: (800)795-4327 

info@pva.org 

http://www.pva.org 

The Paralyzed Veterans of America (PVA), a Congressionally chartered veterans 

service organization, was formed following World War II to serve veterans with spinal 

cord injury or disease. This site is a resource center for all such veterans and for all 

Americans with a spinal cord injury or disease, as well as their families and the 

professional communities who serve them. 

Spinal Cord Injury Network International 

3911 Princeton Drive 

Santa Rosa, CA 95405-7013 

Toll Free: (800)548-2673 

Direct: (707)577-8796 

Fax: (707)577-0605 

spinal1@pacbell.net 

http://www.sonic.net/~spinal 

lSCINI was founded in 1986 to respond to the needs experienced by individuals with 

spinal cord injuries and their families. Meeting those needs with information and referral 

services is the purpose of SCINI. 
Practical Solutions • Workplace Success 

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References 

About.com. (2005). Dictionary for common terms [Electronic database]. Retrieved 

September 3, 2008, from http://about.com 

Equal Employment Opportunity Commission. (1992). A technical assistance manual on 

the employment provisions (title I) of the Americans with Disabilities Act. 

Retrieved September 3, 2008, from http://askjan.org/links/ADAtam1.html 

Kraus, L., Stoddard, S., & Gilmartin, D. (1996). Chartbook on disability in the United 

States, An InfoUse Report. Washington, DC: U.S. National Institute on Disability 

and Rehabilitation Research. Retrieved September 3, 2008, from 

http://www.infouse.com/disabilitydata/disability/ 

Occupational Safety and Health Administration (n.d.a). OSH Act of 1970 SEC. 5. duties. 

Retrieved September 3, 2008, from 

http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=OSHACT&

p_id=3359 

Occupational Safety and Health Administration (n.d.b). Safety and health topics: 

Ergonomics: Guidelines. Retrieved September 3, 2008, from 

http://www.osha.gov/SLTC/ergonomics/guidelines.html 

Occupational Safety and Health Administration (n.d.c). State occupational safety and 

health programs and ergonomics. Retrieved September 3, 2008, from 

http://www.osha.gov/SLTC/ergonomics/state_plan.html 

Spinal Cord Injury Information Network (2008). Frequently asked questions. Retrieved 

September 3, 2008, from 

http://www.spinalcord.uab.edu/show.asp?durki=20183&site=1021&return=19775 
Practical Solutions • Workplace Success 

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This document was developed by the Job Accommodation Network, funded by a 

contract agreement from the U.S. Department of Labor, Office of Disability Employment 

Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the 

position or policy of the U.S. Department of Labor. Nor does mention of trade names, 

commercial products, or organizations imply endorsement by the U.S. Department of 

Labor.