If you are able to perform all of the essential functions of a job, except for those your disability prevents you from performing, the ADA and many state disability laws require that your employer provide you with a reasonable accommodation. A reasonable accommodation is an adjustment or modification provided by an employer to allow you to enjoy equal employment opportunities as individuals without disabilities.
Accommodations vary depending upon the needs of the individual applicant or employee. Not all people with disabilities (or even all people with the same disability) will require the same accommodation. Reasonable accommodations may include:
Making facilities accessible to persons with disabilities.
Job restructuring, modifying work schedules, reassignment to vacant position;
Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies and providing qualified readers or interpreters.
Some examples of reasonable accommodations specific to particular disabilities are:
A deaf applicant may need a sign language interpreter during the job interview.
An employee with diabetes may need regularly scheduled breaks during the workday to eat properly and monitor blood sugar and insulin levels.
A blind employee may need braille reading material.
An employer is not required to violate a seniority system that is a product of a collective bargaining agreement to accommodate a disabled employee. Nor is an employer required to lower quality or production standards to make an accommodation, or excuse violations of conduct rules necessary for the operation of an employer's business. Nor is an employer obligated to provide personal use items such as glasses, hearing aids, or prostheses.