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The law therefore only requires employers to make

“reasonable accommodations” for an employee with a

disability. What is reasonable is very fact-specific, and

depends on the nature and needs of the business as well

as the nature and extent of the disability. Very common

accommodations include the purchase of special chairs

for desk workers with back problems, assistive

technologies for employees with vision or hearing

problems, or adjustments in work schedules. They can

include transfers to other jobs within the company- for

example, a blind employee can't drive a truck but may be

able to perform other functions within his or her

capability and experience. Whether the law requires that

particular accommodation will depend, again, on whether

it is reasonable under the circumstances. A court would

not likely require an employer to create a new position

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