Practice tip: To offset the cost of accommodations, you may be able to take advantage of tax credits, such as the Small Business Tax Credit (see Appendix A) and other sources, such as vocational rehabilitation funding.

Regardless of cost, you do not need to provide an accommodation that would pose significant difficulty in terms of the operation of your business.

Example: A store clerk with a disability asks to work part-time as a reasonable accommodation, which would leave part of one shift staffed by one clerk instead of two. This arrangement poses an undue hardship if it causes untimely customer service.

Example: An employee with a disability asks to change her scheduled arrival time from 9:00 a.m. to 10:00 a.m. to attend physical therapy appointments and to stay an hour later. If this accommodation would not affect her ability to complete work in a timely manner or disrupt service to clients or the performance of other workers, it does not pose an undue hardship.”

AND, when you need additional guidance, here is the link to the general “Employer Resources” website for all Employer ADA information:http://www.disabilityinfo.gov/digov-public/public/DisplayPage.do?parentFolderId=5066.

The 24th or 25th item (depending on when you visit the site) contains additional information about Reasonable Accommodation and Undue Hardship. Here is that link: http://www.eeoc.gov/policy/docs/accommodation.html .

I have taken the liberty of copying the following Q & A about Implementing the ADA so that you will have it at your fingertips for guidance as you assist your employees with disabilities remain productive.

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