Other disabled people may require readers, sign-language interpreters, or reassignment to a vacant position. Accommodation requires covered employers to use these techniques when faced with questions of accommodation. Still, the new GGGs make it clear that organizations need not fit the disabled by furnishing equipment used off the job as well as on. Such items include wheelchairs, artificial arms and legs, glasses, hearing aids and similar devices. Essential functions may include word processing or bricklaying, but they probably don't include going out for pizza.
Parties are a benefit.
GGGs suggest strongly that if the company throws a party, you must invite disabled staffers and the event should be accessible. The new GGGs are 51 pages long. If you spend the next few weeks reading and rereading them maybe 120 times, you'll know everything about making reasonable accommodations. After all this stuff on accommodation, EEOC officials use one paragraph, eight lines long, to deal with undue hardship. Such hardships may include financial difficulties and accommodations that are unduly extensive, substantial and disruptive.