This brochure on Assistive Technology, Accommodations, and the Americans with Disabilities Act (ADA) is one of a series on human resources practices and workplace accommodations for persons with disabilities edited by Susanne M. Bruyère, Ph.D., CRC, SPHR, Director, Program on Employment and Disability, School of Industrial and Labor Relations - Extension Division, Cornell Universit

Bailey, Nell

English

DigitalCommons@ILR

	 W W W . H R T I P S . O R G 	 1A D V A N C I N G 	 T H E 	 W O R L D 	 O F 	 W O R K w w w . h r t i p s . o r g
What is Assistive Technology (AT?) 
Employers make accommodations for all of their employees.  A chair, desk, com-
puter, lighting, and safety equipment could all be considered technology accom-
modations made for employees.  Assistive technology is no different; it is simply 
any item that can assist an individual with a disability to succeed on the job. This 
brochure provides some definitions and a starting point for finding the right 
technology to meet the needs of your employees. 
Assistive technology was first defined in the Technology-Related Assistance for 
Individuals with Disabilities Act of 1988 (P.L. 100-407) as “any item, piece of 
equipment, or product system, whether acquired commercially, modified, or cus-
tomized, that is used to increase, maintain, or improve functional capabilities of 
individuals with disabilities.”  Examples of assistive technology devices include:
• hearing aids
• ramps that help people get in and around buildings more easily
• wheelchairs
• computer modifications to increase accessibility
• electronic devices that make communication possible 
• equipment on the job that has been modified or customized
• remote control devices that turn appliances, computers, lights, radio, etc. on 
and off
• magnifier, talking books, closed circuit television, Braille note taking com-
puter
Assistive Technology, 
Accommodations and 
the Americans with 
Disabilities Act
2 	 Assistive	Technology,	Accommodations,	and	the	Americans	with	Disabilities	Act
Assistive technology services is defined as 
“any service that directly assists an individual 
with a disability in the selection, acquisi-
tion, or use of an AT device. An AT service 
can include: (1) evaluation of the AT needs; 
(2) purchasing, leasing, or acquiring the AT; 
(3) selecting, designing, fitting, customizing, 
adapting, applying, maintaining, repairing, or 
replacing AT devices; (4) coordination and use 
of therapies, interventions, or services with 
AT devices; (5) training or technical assistance 
for individuals with disabilities, profession-
als, employers, or other individuals provid-
ing services to individuals with disabilities.” 
Examples of technology services include:
• getting help to know what devices are 
available
• getting help to know where to get services
• getting help to determine what devices are 
needed
• getting help to pay for devices
• getting devices repaired
Assistive technology includes devices and 
services that help people in their daily lives at 
home, work, school and the community.
  
How Can AT Assist in the 
Implementation of the ADA? 
The Americans with Disabilities Act extends 
full civil rights and equal opportunities to 
people with disabilities in both the public and 
private sectors.  Specifically, the law prohibits 
discrimination on the basis of a physical or 
mental disability in employment, public ser-
vices, public accommodations, and telecom-
munications.  Assistive technology can play a 
major role in helping to realize the goals of the 
ADA.
What are some benefits of AT as it 
relates to the ADA?
AT can play a critical role in complying 
with reasonable accommodations. The ADA 
requires employers to provide reasonable 
accommodations to qualified persons with 
disabilities that will enable them to perform 
the essential functions of jobs held or desired.  
Providing a reasonable accommodation to a 
job applicant or an employee with a disability 
can include the acquisition or modification of 
equipment or devices. Some AT accommoda-
tion examples are:
Sally, born with cerebral palsy, uses an aug-
mentative and alternative communication 
(AAC) device to talk with her fellow employ-
ees and to present speeches at conferences.
Jason was injured in a fall and uses a wheel-
chair.  He continues to work at his office using 
equipment that is set on lower worktables and 
has front controls.
Marion, who sustained a head injury from a 
car accident, uses an electronic notebook to 
help her complete her day-to-day job-related 
tasks.
Employers may choose not to hire a qualified 
individual with a disability because they have 
a limited understanding or misperception of 
how the individual can perform the essential 
functions of the job with the use of AT.  In ad-
dition, new technologies are consistently being 
developed, many of which include designs to 
accommodate individuals with disabilities.  
Therefore, employers need to realize that, like 
all workplace technology that consistently gets 
upgraded and improved, so, too, does AT. 
AT can play a vital role in ameliorating un-
necessary risks to workers. Under the ADA, 
employers do not have to hire or employ a 
person with a disability who poses a direct 
	 W W W . H R T I P S . O R G 	 3
threat, i.e., “a significant risk to the health or 
safety of others that cannot be eliminated by 
a reasonable accommodation.”  For example, 
a store clerk with poor upper body control 
might use a cart to move heavy supplies rather 
than carrying them across the store and risk 
dropping them on others. A craftsman with 
cerebral palsy might use a low-tech vice grip 
or clamp to secure and direct a variety of tools 
and equipment as a way of reducing the risk 
of injury to co-workers.
Furthermore, an employer does not have to 
provide an accommodation if it can demon-
strate that it would impose an “undue hard-
ship” on its business, that is, a significant 
difficulty or expense to the current circum-
stances of the employer’s business.  To make 
this determination, one examines, among 
other things: the nature and net cost of the ac-
commodation; the number of employees, type 
of operations and financial resources of the 
facility and the larger business entity of which 
it may be a part; and the impact of the accom-
modation on the operation of the facility.  If 
making the accommodation would impose 
an undue burden, the employer may offer the 
person with the disability an opportunity to 
provide his or her own accommodation or 
may assist that person in finding resources 
to pay for the accommodation.  If employers 
think of accommodations as “productivity 
enhancements” similar to others in the work-
place, then they become a cost of doing busi-
ness.
What Are Some Typical 
Accommodations Using AT?
A few examples of the types of AT devices and 
services that provide reasonable accommoda-
tions for various types of disabilities are pro-
vided below.
Blindness or Low Vision
• Optical character recognition system (also 
known as a scanner with speech output)
• Text-based web browser with screen read-
ing software or Braille output
• Accessible company websites
• Large-print materials
• Audiotapes
• Qualified reader
• Brailler
• Computer with voice output
• Electronic note taker
• Screen magnification product
• CCTV (Closed Circuit Television system)
• Optical magnifier
• Large-print label
• Raised lettering on room labels
Hearing Loss or Deafness
• Certified sign language interpreter
• TTY (Teletype telephone)
• Visual or tactile pagers for communication, 
instructions, and as an alerting system
• Telephones with amplification devices and 
visual and auditory alerting systems
• Fire alarms with visual and auditory alert-
ing systems
• Assistive listening devices (e.g., FM, infra-
red, loop systems, and/or closed-caption-
ing decoders)
• Captioned video training materials
• Real-time captioning for conferences and 
audio streaming of web teleconferences
4 	 Assistive	Technology,	Accommodations,	and	the	Americans	with	Disabilities	Act
Mobility Impairments 
(Multiple Sclerosis [MS], Paraplegia, Quadriple-
gia, Post polio, Carpal Tunnel Syndrome, Repeti-
tive Stress Injuries, etc.)
• Trackball for easier mouse manipulation
• Touch screens 
• Ergonomic keyboard
• Adjustable keyboard tray
• Portable cart
• Writing and grip aids
• Page turners and book holders
• Stand/lean stools
• Adjustable height desks and work tables
• Speech amplification systems
Cognitive and Developmental Disabilities 
(Mental retardation, autism, cerebral palsy, neuro-
logical conditions, etc.)
• IPhone 
• IPad
• Telephone auto-dialer
• Larger buttons on equipment
• Memory aids (electronic notebook, pop-up 
timer on computer)
• Communication device 
• Voice output with optical character recog-
nition to read documents or use a reading 
pen
Learning Disabilities or Attention Deficit Dis-
orders
• IPad
• Reading template
• Automatic line guide
• Tape recorder
• Computer with voice output
• Floor fan or nature tape played on a stereo 
for white noise
• Colored labeling
Psychiatric Disabilities
• Room partitions or enclosed office space to 
reduce noise and distractions
• Video or audio conferencing meetings
Myths About AT
There are many myths surrounding AT de-
vices and services for individuals with dis-
abilities.  These misconceptions may impact 
attitudes and become invisible barriers to an 
individual’s independence and productivity.  
Common misconceptions are:
An AT device is a luxury.  For someone with a 
disability who relies on AT to perform a criti-
cal function or achieve a desired goal in life, 
AT is very much a necessity.  A computer is a 
necessary piece of equipment for anyone do-
ing data entry even though it could be done 
with a pencil and paper.  Just because a device 
makes a task easier or more convenient to do, 
does not make it a luxury.
“For most people technology makes things easier.  
For people with disabilities, however, technology 
makes things possible.  In some cases, especially in 
the workplace, technology becomes the great equal-
izer and provides the person with a disability a 
level playing field on which to compete.” 
(A quote from Mary Pat Radabaugh, a former em-
ployee with the IBM Disability Support Center).
AT is expensive and complicated.  The majori-
ty of AT solutions are simple, inexpensive low-
tech devices such as a hands-free telephone, 
magnifiers, or wood blocks to raise a desk or 
workstation, which can be found at the local 
hardware or office supply store.  It may also be 
as simple as rearranging a workspace. 
According to the Job Accommodation Net-
work (JAN), more than half of all accommo-
dations cost nothing to make, while the rest 
	 W W W . H R T I P S . O R G 	 5
typically cost only $600.1   Most accommoda-
tions would therefore not likely impose an 
“undue burden” on any employer’s business.  
With respect to AT, the cost can be shared by 
the employer, the individual, or third-party 
payers, such as the employer-supported health 
insurance for the employee, workers’ compen-
sation, the state’s department of rehabilitation 
services (also known as vocational rehabilita-
tion), philanthropic organizations, and AT 
loan programs. In addition, tax credits and tax 
deductions may also be available for provid-
ing reasonable accommodations (See the Re-
sources section at the end of this publication).
The professional often knows best.  Users of 
AT often have the experience and knowledge 
that will lead to the best solutions for their in-
dividual needs.  It is important for consumers 
and professionals to work together to find the 
appropriate AT solution.  
Steps to Take to Ensure Effective Use of 
AT Accommodations
To ensure that the appropriate reasonable ac-
commodation will be provided, the following 
steps should be followed: 
Form a partnership between the employer (or 
service provider) and the individual with a 
disability.
Focus on ability, not the disability.  Focus on 
what the individual can do. Ask, never as-
sume.
Individualize solutions.  Every individual’s 
needs are unique; therefore, the solutions must 
be individualized accordingly.  
1.  Job Accommodation Network, Workplace Accom-
modations: Low Cost, High Impact (Updated 9/1/09), 
available at http://askjan.org.
Keep it simple.  Simplicity minimizes cost, 
ease of repair, and disruption to the work-
place.
Be holistic.  Look at the whole picture when 
considering an accommodation so that you 
consider the environment, personal, and social 
ramifications of the proposed accommodation 
as well as the functional aspects.
Assistive Technology Hierarchy
The following steps can serve as a guide to 
providing AT accommodations.  The steps 
range from the simplest intervention to the 
most complex intervention:
• Use no technology - Find an alternative 
way to do the task.  Modify or adapt the 
task when possible (restructure tasks, 
activities, and the environment to compen-
sate for functional limitations, including 
architectural modifications, attendant care 
arrangements, etc.).
• Use commercially available devices, equip-
ment, or aids.
• Use commonly available devices and 
equipment in creative ways, such as using 
a wireless doorbell indoors to signal.  
• Modify existing commercial devices, 
equipment, and aids using easily obtain-
able materials such as Velcro or duct tape.
• Design and fabricate custom devices, 
equipment, and aids. 
6 	 Assistive	Technology,	Accommodations,	and	the	Americans	with	Disabilities	Act
Resources
Where to Find Appropriate AT Services and 
Devices
Assistive Technology Act Projects
The U.S. Department of Education’s National 
Institute on Disability and Rehabilitation Re-
search (NIDRR) funds 56 AT projects, one in 
every state and territory, to improve the access 
to and funding for AT devices and services for 
individuals with disabilities of all ages.
Information and referral to all the AT Act Proj-
ects is available from:
RESNA Catalyst Project
703.524.6686 (V), 703.524.6639 (TTY)
http://resnaprojects.org/scripts/contacts.pl
ABLEDATA
8630 Fenton Street, Suite 930
Silver Spring, MD 20910
800.227.0216
Email: abledata@macrointernational.com 
http://www.abledata.com/
ADA Technical Assistance Centers
800.949.4232 (V/TTY)
http://www.adata.org/
National Public Website on Assistive 
Technology
404.894.9320 (V/TTY)
http://www.assistivetech.net/
Job Accommodation Network (JAN)
800.526.7234 (V), 877.781.9403 (TTY)
http://askjan.org/
Equal Employment Opportunity Commission 
131 M Street, NE, Washington, DC 20507
800.669.4000 (V), 800.669.6820 (TTY)
http://www.eeoc.gov/
Department of Justice
202.514.2000 (V)
http://www.ada.gov/
Tax Credits and Tax Deductions for Workplace 
Accommodations
Disabled Access Tax Credit
This tax credit is available to an eligible small 
business in the amount of 50 percent of eli-
gible expenditures that exceed $250 but do not 
exceed $10,250 for a taxable year.
Architectural Barrier Removal Tax Deduction
Businesses may deduct up to $15,000 of the 
costs incurred each year to remove physical, 
structural, or transportation barriers in the 
workplace.
Department of Justice
“The Americans with Disabilities Act and Tax 
Incentives Packet”
800.514.0301 (V), 800.514.0383 (TTY)
http://www.usdoj.gov/crt/ada/taxpack.htm
Internal Revenue Service (IRS)
IRS Publications 535 and 334 for further in-
formation on tax incentives, or Form 8826 to 
claim a tax credit.
800.829.3676 (V), 800.829.4059 (TTY)
http://www.irs.gov/businesses/small/
article/0,,id=185704,00.html
	 W W W . H R T I P S . O R G 	 7
About this Brochure
This brochure is one of a series on human 
resources practices and workplace accommo-
dations for persons with disabilities edited by 
Susanne M. Bruyère, Ph.D., CRC,  Director, 
Employment and Disability Institute, Cornell 
University ILR School. 
This publication was written in December, 
2000 and updated in February, 2011  by Nell 
Bailey of RESNA.   It was reviewed for legal 
accuracy by Beth Reiter, an independent legal 
consultant, Ithaca, N.Y., with assistance from 
Sara Furguson, a Cornell University Employ-
ment and Disability Institute ILR student 
research assistant.  
These updates, and the development of new 
brochures, were funded by Cornell, the Na-
tional ADA Center Network, and other sup-
porters.
The full text of this brochure, and others in 
this series, can be found at www.hrtips.org. 
More information on accessibility and accom-
modation is available from the ADA National 
Network at 800.949.4232 (voice/TTY), 
www.adata.org.
Disclaimer
This material was produced by the Employment 
and Disability Institute in the Cornell University ILR 
School.   Development of the original brochure series 
was funded by a grant from the National Institute on 
Disability and Rehabilitation Research (NIDRR) (grant 
#H133D10155).   Content updates were funded by 
NIDRR grant number H133 A110020.  However, those 
contents do not necessarily represent the policy of the 
Department of Education, and you should not assume 
endorsement by the Federal Government.  
The U.S. Equal Employment Opportunity Commission 
has reviewed it for accuracy.  However, opinions about 
the Americans with Disabilities Act (ADA) expressed 
in this material are those of the author, and do not 
necessarily reflect the viewpoint of the Commission or 
the publisher.  EEOC interpretations of the ADA are 
reflected in its ADA regulations (29 CFR Part 1630), 
Technical Assistance Manual for Title I of the Act, and 
Enforcement Guidance.  
Cornell University is authorized by NIDRR to provide 
information, materials, and technical assistance to indi-
viduals and entities that are covered by the Americans 
with Disabilities Act (ADA).  You should be aware that 
NIDRR is not responsible for enforcement of the ADA.  
The information, materials, and/or technical assistance 
are intended solely as informal guidance, and are 
neither a determination of your legal rights or responsi-
bilities under the Act, nor binding on any agency with 
enforcement responsibility under the ADA.
The Equal Employment Opportunity Commission has 
issued enforcement guidance which provides ad-
ditional clarification of various elements of the Title 
I provisions under the ADA.  Copies of the guidance 
documents are available for viewing and downloading 
from the EEOC web site at: 
http://www.eeoc.gov
	 Assistive	Technology,	Accommodations,	and	the	Americans	with	Disabilities	Act
Contact Information
Susanne M. Bruyère, Ph.D., CRC
Director, Employment and Disability Institute
Cornell University
ILR School
201 Dolgen Hall
Ithaca, New York 14853-3201
Voice: 607.255.7727
Fax: 607.255.2763
TTY: 607.255.2891
Email: smb23@cornell.edu
Web: www.edi.cornell.edu
To view all the brochures in this series, please visit:
www.hrtips.org


Assistive Technology, Accommodations, and the Americans with Disabilities Act

This material was produced by the Employment and Disability Institute in the Cornell University ILR School. Development of the original brochure series was funded by a grant from the National Institute on Disability and Rehabilitation Research (NIDRR) (grant #H133D10155). Content updates were funded by NIDRR grant number H133 A110020. However, those contents do not necessarily represent the policy of the Department of Education, and you should not assume endorsement by the Federal Government.This brochure on Assistive Technology, Accommodations, and the Americans with Disabilities Act (ADA) is one of a series on human resources practices and workplace accommodations for persons with disabilities edited by Susanne M. Bruyère, Ph.D., CRC, SPHR, Director, Program on Employment and Disability, School of Industrial and Labor Relations - Extension Division, Cornell UniversityA76_PDF.pdf: 6676 downloads, before Oct. 1, 2020

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