For example, an employer can not deny a position to the best qualified candidate for a bookkeeper position because that person can not move boxes delivered into the store room due to a back injury. Furthermore, the employer has the final say in what accommodations will actually be provided. They do not have to provide the exact accommodation requested, if the requested accommodation is deemed to be too costly and a less expensive alternative that meets the same need has been identified. However, employees always have the right to file a complaint with the EEOC if they do not agree with their employer. For instance, if a company has many offices regionally or nationally, all of those individual company holdings are taken into consideration.
Many accommodations cost little or no money.
For example, many offices are equiped with xerox machines that enlarge for someone with a vision impairment, phones with built in amplifiers for someone who is hard of hearing, bricks to raise a desk for someone who uses a wheelchair, or computers with spelling and grammar check for someone with a Learning Disability or Aquired Brain Injury. Emphasize the importance of being aware of types and approximate costs of various accommodations. Distribute Handouts C, D, F and G . Handout E is optional, but gives participants a better understanding of types of accommodations that may be useful for people with these specific types of disabilities. Act Handout N is also optional and provides additional sources to contact for specific accommodation information.