The ADA provides that a reasonable accommodation may include:

• (A) making existing facilities used by employees readily accessible to and usable by individuals with disabilities; and

• (B) job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, appropriate adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities.

For example, the EEOC provides an example of a cashier in a store who has the disease lupus, which makes her more prone to fatigue. The employer could provide a reasonable accommodation to this employee by giving her a stool to allow her to sit, instead of stand, while performing her cashier duties. Another example of a reasonable accommodation would be an employee who has a physical disability may request a parking permit to be able to park closer to work that some of her colleagues. This would be considered a reasonable accommodation.