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There are also federal tax credits and deductions to help offset the cost of accommodations, and some states may offer similar incentives.

However, an employer may not claim undue hardship solely because it is unable to obtain an accommodation at little or no cost or because it is ineligible for a tax credit or deduction.

Under the Americans with Disabilities Act employers are required to provide adjustments or modifications that enable you to enjoy equal employment opportunities.

An accommodation is effective if it will provide an individual with an equal employment opportunity to participate in the application process, attain the same level of performance as co-workers in the same position, and enjoy the benefits and privileges of employment available to all employees.

It also includes those accommodations that are necessary to provide you with access to informal information communicated in the workplace, the opportunity to participate in employer-sponsored events (e.g., training, meetings, social events, award ceremonies), and the opportunity for professional advancement.

However, employers are not expected to provide any accommodations you request, or accommodations that would result in undue hardship (i.e., significant difficulty or expense) to the company.

Employers with 15 or more employees working 20 or more calendar weeks in the current or preceding calendar year are covered under Title I.

Title I applies only to employers with 15 or more employees.

Reasonable Accommodations A reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done to enable a qualified individual with a disability to have an equal employment opportunity.

The organization failed to provide alternate accommodations before firing the employee because of his disability.

Under the terms of the settlement, the organization will pay ,500 in monetary relief, provide training on ADA compliance, and will be enjoined from failing to provide reasonable accommodations to disabled employees in the future, according to the EEOC.

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