In the event that an employee can no longer perform the duties of his or her position, the policy provides a structured response. There are detailed legal concepts, technical definitions, and procedural nuances associated with reasonable accommodation. Managers and supervisors must take great care to avoid making impromptu assumptions or judgments concerning a disabled employee's ability to perform the duties of any position, or what steps may, or may not, be appropriate in consideration of reasonable accommodation. Failure to appropriately address the requirements of the ADA, and related measures, can have a substantial financial impact on the employer and have detrimental consequences on the employee and the workforce.
Accommodation begins within the employee's current position .
That is, making changes in the work environment, work tools, or work methods, to enable an employee with a disability to perform the essential functions of his or her position. Reassignment to an equivalent vacant position , for which the employee is qualified, with or without accommodation, provided such a position is available within the agency. In this situation the agency may nominate such employee without testing, provided he or she meets the established minimum qualifications for the classification. Demotion to another classification within the agency . As is the case above, the agency may nominate such employee without testing, provided he or she meets the established minimum qualifications for the classification.