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change in the work environment or in the way things are customarily done that
enables an individual with a disability to enjoy equal employment opportunities.
The guidelines provide that there are three categories of reasonable
accommodation:

• Accommodations that are required to ensure equal opportunity in the
application process;

• Accommodations that enable employees with disabilities to perform
the essential functions of the positions held or desired; and

• Accommodations that enable employees with disabilities to enjoy
benefits and privileges of employment equal to those enjoyed by
employees without disabilities.

The guidelines also provide a non-exhaustive list of common types of
accommodation:

• Making existing facilities used by employees readily accessible to and
usable by individuals with disabilities; and

• Job-restructuring; part-time or modified work schedules; reassignment
to a vacant position; acquisitions or modifications of equipment or
devices; appropriate adjustments or modifications of examinations,
training materials, or policies; the provision of qualified readers or
interpreters; and other similar accommodations for individuals with
disabilities.

(iii) Undue Hardship

According to the ADA and EEOC regulations amplifying the ADA:

A determination of undue hardship should be based on several factors,
including:

• The nature and cost of the accommodation needed;

• The overall financial resources of the facility making the reasonable
accommodation; the number of persons employed at the facility; the
effect on expenses and resources of the facility;

WASHINGTON NONPROFIT HANDBOOK -218- 2018