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Levy, R. M., Dorsen N., & Rubenstein L. S. (1996).  The Rights of People with Mental Disabilities: The authoritative ACLU guide to the rights of people with mental illness and mental retardation.
"A reasonable accommodation is an alteration in the work environment that will enable the employee to perform the essential functions of the job. The accommodation must be practicable and reasonable in terms of cost to the employer and ease of accomplishment; in the words of the ADA, it cannot be an 'undue hardship' to the employer. The accommodation can be physical, such as a ramp up a few steps or and amplification device on the telephone. For people with mental disabilities, the core of reasonable accommodation is an adjustment to the work environment that will enable the person to perform at a productive level. These can include such changes as:
  • Flexible scheduling
  • Reassignment to a different job
  • Changes in the physical location of work
  • Alterations in supervision
  • Unpaid leave for therapy
  • Sensitizing coworkers
There are many other kinds of accommodations that can be developed jointly by the employer and the employee and tailored to fit individual circumstances. Indeed, the ADA requires that reasonable accommodation be developed together in an 'informal, interactive process.' The employer can neither impose an accommodation ('Go to therapy or be fired') or demand that the employee devise one." (p. 159)

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