Historically, societies have frequently misconstrued, overreacted to, or ignored differences in individual mental and physical abilities. Recorded instances of ridicule, torture, imprisonment and execution of people with disabilities are not uncommon. One commentator stated that "Our society is still infected by an insidious, now almost subconscious assumption that people with disabilities are less than fully human, and therefore are not fully eligible for the opportunities, services and support systems which are available to other people as a matter of right". (U.S.C.C.R., 1983)

In colonial times, it was considered the family's responsibility to care for individuals born with disabilities or those who became disabled later through illness, injury too other causes. According to a leadin

5) Changing test, training material or policies

A shift towards more organized, institutionalized care began in the 1820's. The term "warehousing", sometimes used to describe this type of treatment, refers to the fact that most such care was custodial in nature and resulted from a view of people with disabilities as defective, incompetent. Care and services in which isolated them from society in order to survive. Later developed specialized institutions for individuals with particular types of disabilities. These also were overwhelmingly custodial in nature. This pattern of institutionalization eventually has fallen into disrepute for two principle reasons. First, individuals living in these institutions were subjected to abuse, including neglect on a massive scale. Second, and even more fundamentally, it was not the purpose of these institutions to promote the productivity or independence of those residing in them because the prevailing concept of disability at the time assumed that to attempt to-do so was futile. !

Following is information on Reasonable Accommodation for Americans with disabilities or handicaps and a few illustrations on how employers have set up their work area. The Enforcement Guidance clarifies the rights and responsibilities of employers and individuals with disabilities regarding reasonable accommodation and undue hardship. Title I of the ADA requires an employer to provide reasonable accommodations to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship. This Guidance sets forth an employer's legal obligations regarding reasonable accommodation; however, employers may provide more than the law requires.

Following are a number of reasonable accommodations that an employer may have to provide in connection with modifications to the work environment or adjustments in how and when a job is performed:

This Guidance examines what "reasonable accommodation" means and who is entitled to receive it. The Guidance addresses what constitutes a request for reasonable accommodation, the form and substance of the request, and an employer's ability to ask questions and seek documentation after a request has been made.

qualified applicant with disabilities to be considered for the position.

performed, that enables a qualified individual with a disability to perform

The following page is examples of accommodations that an employer must provide for an employee with a disability or handicap. Figure #1, is an example of a walkway in a place of employment, for an employee in a wheelchair. Figure 5a, is an example of a work site built under the Michigan law as reasonable accommodations.

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Approximate Word count = 2040
Approximate Pages = 8 (250 words per page double spaced)