Regulation .05 Reasonable Accommodation in Employment.

Shall make a reasonable accommodation to the known physical or mental limitations of a qualified individual with a disability;

Is not required to provide an accommodation, if it demonstrates that the accommodation would impose undue hardship on the operation of its business or program; and

May not deny an employment opportunity to a qualified individual with a disability, if the basis for the denial is the need to accommodate the individual's physical or mental limitations, and this accommodation, if attempted, would be reasonable.

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

Providing or modifying equipment or devices;

Job restructuring;

Part-time or modified work schedules;

Reassigning or transferring an employee to a vacant position, light duty job, different work location, or other alternative employment opportunity which is available under the employer's existing policies or practices;

Teleworking;

Permitting an employee to use paid or unpaid sick leave, disability leave, medical leave, or other leave which is available under the employer's existing policies or practices;

Adjusting or modifying examinations, training materials, or policies;

Waiving a no pet requirement to allow use of a service animal;

Providing applicants or employees with a disability with an opportunity to demonstrate their pertinent knowledge, skills, and abilities by testing methods adapted to their special circumstances if employment tests are used;

Making reasonable modifications in the covered entity's rules, policies, and practices if the modification may enable an applicant or employee with a disability to perform the essential functions of the job; and

Reanalyzing, with full consideration to the needs of the applicant or employee with a disability, job specifications, qualifications, or criteria to determine if they may be waived or modified.