(a)The need for accommodation is determined on a case-by-case basis, taking into consideration:

• (1) the employee's or job applicant's specific disabling condition and the existing limitations to the performance of a particular job function;
• (2) the essential duties of the particular job;
• (3) the work environment; and
• (4) whether the proposed accommodation would create an undue hardship on the Department.

(b) In all cases, the employee or job applicant must be consulted before an accommodation is made.
(c) The concept of reasonable accommodation is considered in recruitment, training, promotion, reassignment, and developmental assignments. For example, in providing equal access to employees with visual impairments, promotion vacancy announcements may, upon request, be prepared in Braille, tape recorded, or they may be read to the employees. In short, the responsibility to provide reasonable accommodation does not end when the person with a disability is placed in a position.
(d) An accommodation must be job-related rather than intended for personal use. For example, personal hearing aids or eyeglasses will not be purchased by the Department.
(e) The value and nature of a particular accommodation may be clarified by considering six questions, as listed in (1) - (6) of this subsection.

• (1) Is the accommodation necessary for performance of duties?
• (2) What effect will the accommodation have on the Department's operations and on the employee's performance?
• (3) To what extent does the accommodation compensate for the disabled person's limitations?
• (4) Will the accommodation give the person opportunity to function, participate or compete on a more equal basis with coworkers?
• (5) Will the accommodation benefit other individuals?
• (6) Are there alternatives that would accomplish the same purpose?