Which proposed change for an employer is a reasonable accommodation?

While part-time work might benefit some employees, changing a position from full-time to part-time is generally not considered a reasonable accommodation. Such a change could fundamentally alter the job's responsibilities and may not address the specific needs of an employee with a disability, thus failing to maintain the essential functions of the role.

Modifying essential job functions is typically not a reasonable accommodation, as doing so could compromise the fundamental purpose of the job. Employers are not required to eliminate or significantly alter primary duties, which are critical to the position's success and the organization's operations.

Altering production goals may not be seen as a reasonable accommodation since it can impact overall business performance and expectations. While adjustments might be made in specific circumstances, changing performance metrics fundamentally can create an imbalance in workplace productivity and fairness among employees.