Which of the following is NOT considered an accommodation under the ADA?

Under the Americans with Disabilities Act (ADA), reasonable accommodations are adjustments or modifications provided by an employer to enable individuals with disabilities to enjoy equal employment opportunities. While options A, B, and D directly relate to facilitating the work environment or the employee's ability to perform their job, increasing the salary of a disabled employee does not fit within the framework of reasonable accommodations outlined by the ADA.

Providing modified work schedules, reassigning an employee to a different position, and making facilities accessible are all examples of accommodations aimed at addressing specific needs related to a disability. These adjustments help ensure that employees can perform their job duties effectively, reflecting the intent of the ADA to offer support without unjust hardship to the employer. Bargaining over salary, however, does not pertain to overcoming limitations imposed by a disability and is more related to compensation practices rather than accessibility or job performance support. Therefore, increasing a disabled employee's salary does not qualify as a necessary accommodation under the ADA.