Workers with disabilities, including those resulting from work injuries, have rights to reasonable accommodations allowing them to perform job duties. Accommodations might include modified work schedules, assistive devices, or temporary duty modifications. Employers must engage in the interactive process with workers to identify needed accommodations. Accommodations must not pose undue hardship on the employer. Modified duty positions temporarily assign injured workers to lighter work while they recover. This approach maintains employment and income for injured workers. Modified duties must be appropriate to the worker's restrictions. A worker with a hand injury might be assigned to administrative work rather than manual labor. Workers recovering from back injuries might be assigned work that does not require heavy lifting. Return-to-work programs transition injured workers back to full duty gradually. Gradual increase in activity level allows recovery without reinjury. Progressive return schedules might start at partial duty for limited hours. Assistive devices and equipment help workers with permanent disabilities or long-term effects of injuries. Examples include ergonomic tools, lifting devices, or adaptive equipment. Training on assistive device use ensures workers use the equipment effectively. Workplace modifications might include accessible workstations or adjusted work surfaces. Americans with Disabilities Act (ADA) requires reasonable accommodations for workers with disabilities. ADA applies to employers with 15 or more employees. Medical documentation of restrictions guides accommodation decisions. Healthcare providers specify work restrictions based on the injury or condition.