(a) A recipient shall make reasonable accommodation to the known physical or mental limitations
of an otherwise qualified handicapped applicant, employee or volunteer unless the
recipient can demonstrate that the accommodation would impose an undue hardship on
the operation of its program or activity.
(b) Reasonable accommodation may include:
(1) Making facilities used by employees or volunteers readily accessible to and usable
by handicapped persons, and
(2) Job restructuring, part-time or modified work schedules, acquisition or modification
of equipment or devices, the provision of readers or interpreters, and other similar
(c) In determining pursuant to paragraph (a) of this section whether an accommodation
would impose an undue hardship on the operation of a recipient's program or activity,
factors to be considered include:
(1) The overall size of the recipient's program or activity with respect to number of
employees or volunteers, number and type of facilities, and size of budget;
(2) The type of the recipient's operation, including the composition and structure of
the recipient's workforce or volunteer force, and
(3) The nature and cost of the accommodation needed.
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