The term “reasonable accommodation” includes, but is not limited to:
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Providing personal assistants or attendants to help a qualified individual with a disability perform an essential job function
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Making existing job facilities used by employees readily accessible to and usable by disabled individuals (this may include providing accessible breakrooms or restrooms, or reserving parking spaces)
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Job restructuring
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Part-time or modified work schedules
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Reassignment to a vacant position for which the individual is qualified
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Acquiring or modifying equipment or devices
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Modifying examinations, training materials or policies
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Providing assistive aids such as qualified readers or interpreters
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An unpaid extension of a paid or unpaid leave
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Allowing employees to bring assistive animals to the worksite (employers may require that assistive animals be free from offensive odors, housebroken, trained to assist the employee, and that they not endanger the health or safety of anyone in the workplace)
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Changing supervisory methods (e.g., dividing complex tasks into smaller parts)
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Providing additional training
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Permitting an alteration of when and/or how an essential function is performed
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Providing an adjustment or modification of examinations, training materials or policies;
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Modifying an employer policy
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Working from home