However, AWOL can become the basis for initiating a disciplinary action. In general, an accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities. The duty to provide reasonable accommodation is a fundamental statutory requirement because of the nature of discrimination faced by individuals with disabilities. Although many individuals with disabilities can apply for and perform jobs without any reasonable accommodations, there are workplace barriers that keep others from performing jobs which they could do with some form of accommodation. These barriers may be physical obstacles, or they may be procedures or rules.
Reasonable accommodation removes workplace barriers for individuals with disabilities.
There are several modifications or adjustments that are not considered forms of reasonable accommodation. An employer does not have to eliminate an essential function, a fundamental duty of the position. Undue hardship refers not only to financial difficulty, but to reasonable accommodations that are unduly extensive, substantial, or disruptive, or those that would fundamentally alter the nature or operation of the business. The probationary period is considered an extension of the examination process. When an agency decides to terminate an employee serving a probationary or trial period because their work performance or conduct during this period fails to demonstrate their fitness or their qualifications for continued employment, it must terminate their services by notifying them in writing as to why they are being separated and the effective date of the action.