REASONABLE ACCOMMODATION FOR
EMPLOYEES WITH DISABILITIES AND
PREGNANT WORKERS
Reasonable Accommodation: Any modification or adjustment to the work
environment, or to the manner or circumstances under which a position is
customarily performed, that enables a qualified employee with a disability or a
qualified pregnant worker to perform the essential functions of that position, or
to enjoy equal employment opportunities. Examples may include, but are not
limited to:
Making existing facilities readily accessible and usable.
Job restructuring.
Part-time or modified work schedules.
Reassignment to a vacant position.
Acquisition or modification of equipment or devices.
Appropriate adjustment or modification of examinations, training
materials, or policies.
Light duty, breaks, or seating for pregnant workers.
Time off for fertility treatments or other pregnancy-related medical
appointments.
Temporary changes to job duties, including in some cases, the temporary
elimination of an essential function if required under the PWFA for
pregnancy related conditions.
Essential Job Functions: The fundamental job duties of the position the
employee or applicant holds or desires. These do not include the marginal
functions of the position.
Undue Hardship: An action requiring significant difficulty or expense when
considered considering factors such as the nature and cost of the
accommodation, the overall financial resources of the facility or company, and
the impact of the accommodation on the operation of the facility.