Accommodations must be made on an individual basis, because the nature and extent of a disabling condition and the requirements of a job will vary in each case. If a person with a disability requests, but cannot suggest, an appropriate accommodation, the employer and the individual should work together to identify one. There are also many public and private resources that can provide assistance without cost. The individual with a disability requiring the accommodation must be otherwise qualified, and the disability must be known to the employer. These factors include the nature and cost of the the accommodation in relation to the size, resources, nature and structure of the employer's operation.
Undue hardship is determined on a case-by case basis.
Where the facility making the accommodation is part of a larger entity, the structure and overall resources of the larger organization would be considered, as well as the financial and administrative relationship of the facility to the larger organization. In general, a larger employer with greater resources would be expected to make accommodations requiring greater effort or expense than would be required of a smaller employer with fewer resources. If a particular accommodation would be an undue hardship, the employer must try to identify another accommodation that will not pose such a hardship. Also, if the cost of an accommodation would impose an undue hardship on the employer, the individual with a disability should be given the option of paying that portion of the cost which would consitute an undue hardship or providing the accommodation. An employer is not required to reallocate essential functions of a job as a reasonable accommodation.