You must provide a reasonable accommodation to an employee with a disability only if it allows her to perform her “essential job functions” and doesn’t pose an undue hardship to the company. “Essential job functions” mean the “fundamental” duties of the position the individual with a disability holds or is seeking. An “undue hardship” exists if the accommodation causes you “significant difficulty or expense.”
If the employee isn’t able to perform her essential functions or your business suffers an undue hardship, the requested accommodation isn’t reasonable, and you aren’t obligated to provide it.
