The law requires employers to provide a reasonable accommodation to qualified individuals with a disability if it will enable them to perform the essential functions of the job.

As such, every employer should have a written Disability Accommodation Policy.  Such a policy would outline how all qualified employees with a disability will be provided with a reasonable accommodation to enable them to perform the essentail functions of their job. 

An Accomodation Policy should expressly state the employer's strict prohibition against discrimination or harassment based upon disability or perceived disability, and provide an avenue for raising a complaint of such discrimination or harassment. 

Accommodation requests should be encouraged when necessary and the policy should expressly state that any form of retaliation for making such a request is strictly prohibited.

The policy should also outline the procedures for requesting an accommodation along with eligibility requirements. For example, the policy might explain that an employee may be eligible for a reasonable accomodation if he or she is "qualified" for the the job but because of a disability requires some sort of assistance to perform the "essential functions" of that job.

A good accommodation policy will typically define key terms such as "disability" and "essential functions of the job" -- and include some clear examples.

The policy should carefully explain the medical documentation necessary to request an accomodation and the expectations placed upon the employee for completion, submission and timing of such medical documentation in relation to the accommodation request.

Lastly, the policy should expressly state that all information provided in connection with an accommodation request will be maintained as "confidential."