According to the Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations for qualified individuals with disabilities, unless doing so would cause an undue hardship. An undue hardship is defined as a significant difficulty or expense in relation to the employer’s size, financial resources, and the nature of its operations. Therefore, when advocating for supports and accommodations for someone with a disability, it is most important to consider that the employer must provide accommodations regardless of the cost unless the employer can prove that the accommodation would create an undue hardship. The other options are incorrect because:

B. The accommodations may be used by other employees as well, as long as they do not interfere with the performance of the employee with a disability or create a safety hazard.

C. The accommodations are not the decision of one person, but rather the result of an interactive process between the employer and the employee with a disability, and possibly a third party such as a vocational rehabilitation counselor or an employment support professional.

D. The accommodations are not limited to physical accommodations, but may also include changes to the work environment, work schedule, work tasks, work equipment, work policies, or work procedures, depending on the individual’s needs and preferences. References:

Reasonable Accommodations in the Workplace

Disability and Health Inclusion Strategies