Contractors' awareness of the Americans with Disabilities Act (ADA) is low and their fear is high. Under Title I, employers are required to provide people with disabilities with "reasonable accommodations." However, these should not impose "undue hardship" on the employer--that is, they should not impose "significant difficulty and expense, disruption or fundamental alteration to the nature of the business." Reasonable accommodation may include: (1) Making existing facilities used by employees readily accessible to and usable by individuals with disabilities; (2) Job restructuring, part-time or modified work schedules and/or reassignment to a vacant position; (3) Acquisition or modification of equipment or devices; (4) Appropriate adjustment or modifications of examinations, training materials or policies; and (5) Provision of qualified readers or interpreters. The ADA considers undue hardship to be "significant difficulty or expense" to the business with regard to: the nature and cost of accommodation, site factors, entity factors, or inconvenience. Site factors are key for contractors because adaptation of a jobsite for someone with significant physical disabilities would not be practical in most cases. However, the ability to modify the standard jobsite is limited only by common sense and safety practices. With limited accommodations, workers with physical disabilities have worked safely and productively on jobsites. For instance, masons who are deaf or who have hearing impairments have performed well in real-world conditions. People with disabilities often bring exceptional levels of enthusiasm and commitment to a company. (The article includes many other examples.) The ADA is designed to prevent employers from exhibiting prejudice against job candidates and employees with disabilities. Contractors who ignore the law could get sued and be ordered to pay damages of up to $300,000 (including back pay and legal fees). And it's not just the employer who can be liable. Supervisors who act as "agents" of employers with 15 or more employees can be sued under the ADA, if they discriminate against an employee with a disability.