Specific examples of reasonable accommodation to known physical and mental limitations of otherwise qualified disabled employees, applicants, and clients that are used in DHS offices and facilities to meet requirements of the Americans with Disabilities Act (ADA) are provided in this Section.

• (1) Modifying work sites. In many cases, changes in the work environment enable persons with disabilities to perform job duties more effectively.
• (2) Adjusting work schedules. Some individuals with disabilities possess great productive potential that is unused because they cannot meet the requirements of a standard 40-hour work week. By taking advantage of the flexibility of alternative work schedules, accommodations can be made for various disabilities.
• (3) Restructuring jobs. Job restructuring is one of the principal methods by which some qualified disabled workers can be accommodated.
  • (A) Trading job functions. Job restructuring often involves trading of non-essential job functions between an employee with a disability and non-disabled employees.
  • (B) Performing essential job functions. Employees with disabilities must be able to perform the essential functions of the position, not every function of the position. Job restructuring does not alter the essential functions of the job; it maximizes the abilities of the employee with a disability to perform the essential job functions. It does not stereotype, under employ, or limit job opportunities for the disabled. In job restructuring, the individual with the disability requiring accommodation is consulted first. Supplementary information can be obtained through consultation with a Vocational Rehabilitation Specialist.
  • (C) Modifying or adjusting a job. A modification or adjustment must not fundamentally alter the essential nature of the employment position sought by an individual with a disability, nor can the adjustment fundamentally alter the essential nature of another identical employment position.
• (4) Reassigning employees. Reasonable accommodation does not require the creation of a new position for an employee with a disability. If the employee can no longer perform the essential job functions, reassignment of the employee to another existing position is considered. Reassignment is considered when accommodations are not effective in enabling the employee to perform all essential job functions. Such a reassignment is to a vacant position at the same grade and salary level, and one for which the employee is qualified with or without reasonable accommodation. There is no requirement that the Department establish a new position for an employee with a disability or that the Department promote an employee with a disability as an accommodation.
• (5) Demotion or Termination. Once it has been determined that no reasonable accommodation is possible, the Department is not required to maintain employees with disabilities in positions in which they cannot satisfactorily perform. When an employee cannot perform a job because of a disability and is not eligible for or does not wish to apply for disability retirement, then as a last resort the employee is removed from the position for failure to perform. This action is taken only if:
  • (A) there are no positions available for reassignment or placement.
  • (B) the employee refuses an offer of reassignment or placement.
• (6) Providing special equipment. Through new technologies, special equipment and assistive devices are available to aid disabled individuals. In many cases, employees with disabilities have adapted to their disabling conditions so well that no specialized equipment is necessary for satisfactory job performance. When such equipment is needed, however, the Department is prepared to assist employees in finding and purchasing it. As a general rule, DHS will provide equipment if it is determined that:
  • (A) use of the equipment is necessary for transaction of official business;
  • (B) its purchase does not create an undue hardship on the Department; and
  • (C) the equipment is not a personal item that the employee could reasonably be expected to provide.
• (7) Reproducing designated materials. The Department, upon request from employees and clients with impaired sensory, manual or speaking skills, may provide designated DHS materials that are critical to the services they receive or to the performance of their position. These materials are reproduced in alternate forms that make them accessible to employees and clients.
• (8) Providing special services. DHS may provide special services for individuals with disabilities.
• (9) Assigning parking spaces. Where employee parking is available, qualified employees with disabilities will be assigned spaces convenient to an accessible entrance to the assigned work site. The assignment of parking spaces is based on medical certification of a disabled individual's need for parking accommodations.