First, a change in the work environment and second, the manner in which a job is normally performed can be considered an accommodation.

Step-by-step explanation

Employers are required by the Americans with Disabilities Act (ADA) to provide reasonable accommodations to qualified applicants and employees with disabilities unless the employer can demonstrate that doing so would cause an undue hardship or pose a direct threat to the employee's or others' safety. Changes to the work environment or the way a job is typically performed are examples of accommodations. The accommodation process entails a thorough examination of the job requirements as well as the limits or performance issues that an employee's handicap causes in order to discover alterations or modifications that will enable the employee to fulfill the job's essential functions. The employer starts by assessing the position's core job requirements, participating in an interactive process with the employee, and carefully analyzing the employee's requested accommodation. When the expense of providing the sought accommodation has a significant financial impact on the organization or is unnecessarily disruptive, an employer may find that granting the requested accommodation imposes an undue hardship. Please refer to this link for the guide which focuses on the various steps involved when handling a request for accommodation from a current employee against the requirements outlined in the ADA ( https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/requestreasonableaccommodation.aspx )