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However, this must be an all-encompassing rule at the company enforces for every employee.
For example, if a non-disabled employee requests changes to their workspace based on a health problem and a disabled employee was required to produce a physician's note before changes were made to their workspace, the non-disabled employee must also obtain a physician’s note.
Information about these issues is in Publication 3966, Living and Working with Disabilities (PDF).
According to the Americans with Disabilities Act (ADA), employers are obligated to make reasonable accommodations for disabled employees.
The credit is available to employers for hiring individuals from certain target groups who have consistently faced significant barriers to employment.
This includes people with disabilities and veterans For more information on claiming this credit, go to the Work Opportunity Tax Credit page and the changes to the credit from the Protecting Americans from Tax Hikes Act of 2015 (PATH Act).
The Disabled Access Credit provides a non-refundable credit for small businesses that incur expenditures for the purpose of providing access to persons with disabilities.
Businesses claim the deduction by listing it as a separate expense on their income tax return.
Third, the employer must make adjustments so that disabled employees can enjoy the same benefits and privileges as the other employees.
For instance, there must be a wheelchair accessible bathroom and sink.
Second, employers are expected to adjust or modify the work environment or the way the job is performed so that the disabled individual can perform his or her job.
These changes are expected to be implemented immediately upon hire.