▁the ▁person ▁needs ▁because ▁of ▁a ▁dis ability , ▁and ▁can ▁include , ▁among ▁other ▁things , ▁special ▁equipment ▁that ▁allows ▁the ▁person ▁to ▁perform ▁the ▁job , ▁sched uling ▁changes , ▁and ▁changes ▁to ▁the ▁way ▁work ▁assign ments ▁are ▁chosen ▁or ▁communic ated . ▁An ▁employ er ▁is ▁not ▁required ▁to ▁provide ▁an ▁accommod ation ▁that ▁would ▁involve ▁und ue ▁hard ship ▁( sign ific ant ▁difficulty ▁or ▁exp ense ), ▁and ▁the ▁individual ▁who ▁receives ▁the ▁accommod ation ▁must ▁still ▁perform ▁the ▁essential ▁functions ▁of ▁the ▁job ▁and ▁meet ▁the ▁normal ▁performance ▁requirements . ▁An ▁employee ▁or ▁applic ant ▁who ▁currently ▁eng ages ▁in ▁the ▁illegal ▁use ▁of ▁dru gs ▁is ▁not ▁considered ▁qualified ▁when ▁a ▁covered ▁entity ▁takes ▁ad verse ▁action ▁based ▁on ▁such ▁use . ▁ ▁There ▁are ▁many ▁ways ▁to ▁disc rim inate ▁against ▁people ▁based ▁on ▁dis abilities , ▁including ▁psych ological ▁ones . ▁Anyone ▁known ▁to ▁have ▁a ▁history ▁of ▁mental ▁dis orders ▁can ▁be ▁considered ▁disabled . ▁Emp loy ers ▁with ▁more ▁than ▁ 1 5 ▁employees ▁must ▁take ▁care ▁to ▁treat ▁all ▁employees ▁fairly ▁and ▁with ▁any ▁accommod ations ▁needed . ▁Even ▁when ▁an ▁employee ▁is ▁doing ▁a ▁job ▁exception ally ▁well , ▁she ▁or ▁he ▁is ▁not ▁necessarily ▁no ▁longer ▁disabled ; ▁employ ers ▁must ▁continue ▁to ▁follow ▁all ▁policies ▁for ▁the ▁disabled . ▁ ▁Part ▁of ▁Title ▁I ▁was ▁found ▁un const itution al ▁by ▁the ▁United ▁States ▁Supreme ▁Court ▁as ▁it ▁per tain s ▁to ▁states ▁in ▁the ▁case ▁of