Can telecommuting be a type of reasonable accommodation for work?
Yes and no. If an employee needs to be on-site to meet the essential functions of the job, such as a machinist or a cashier, then telecommuting would not meet the reasonable standard. If during the interactive dialogue process it is discovered that the employee has minimal need for in-person interaction and can meet the essential job requirements with the use of tools like a computer and phone, than yes, this could be seen as a form of reasonable accommodation. As with any reasonable accommodation request from an employer, you must also still consider if the accommodation would pose an undue hardship on the employer in terms of its nature, operation, resources, and circumstance.