The main source of interpretation of what "reasonable accommodation" duty is, imposed on the employers with regard to the workers who are disable or who are perceived as having a serious medical condition is Cal. Admin Code, title 2, section 7293.9. This regulation provides that any employer shall make reasonable accommodation to the disability of any individual with a disability if the employer or other covered entity knows of the disability, unless the employer can demonstrate that the accommodation would impose an undue hardship.
The examples of such reasonable accommodations include but are not limited to making the existing facilities used by employees readily accessible and usable by individuals with disabilities; job restructuring, reassignment to a vacation position, part-time or modified work schedules, acquisition or modification of equipment or devices , adjustment or modification of examinations, training materials or policies, the provision of qualified readers or interpreters and other similar actions.
An employer does not have to provide reasonable accommodations if the it can prove that doing so would impose undue hardship on its operations. Under the same regulation, "under hardship" means an action requiring significant difficulty or expense, when considered in light of several factors, including (1) the nature and cost of the accommodations needed; (2) the company's overall financial resources and the size of the employer; (3) the type of operations involved; and (4) the administrative or fiscal relationship of the facility. By Arkady Itkin, San Francisco Employment and Wrongful Termination Lawyer
