1. Reasonable Accommodation Process The employer examines the individual’s job and determines its purpose and essential functions-this should be done prior to issues arising An individual requests a reasonable accommodation The employer consults with the individual to find out his or her physical or mental abilities and limitations as they relate to the job’s essential functions. The employer makes an individualized determination, based on objective medical or other evidence, of whether a person with a disability poses a direct threat or harm to that individual or others and whether the threat may be removed by a reasonable accommodation. The employer and the individual identify potential accommodations. The employer consults with other experts on accommodating individuals with disabilities such as the Job Accommodation Network at 800-232-9675. If more than one accommodation would be effective, the individual’s preference should be considered, but the employer may choose one that is less expensive or easier to provide. An employer should consider, on a case-by-case basis, whether a reasonable accommodation would impose an undue hardship on the business. If a particular accommodation would impose and undue hardship, it is not required, but the employer should consider whether an alternative accommodation would not impose a hardship. If a reasonable accommodation is available, the employer selects it and reasonably accommodates the individual. If a reasonable accommodation cannot be found, consult agency human resources who may consult with State Personnel Individual and employer use open channels of communication to monitor, maintain or modify the reasonable accommodation as necessary.