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For the past fifteen (15) years, Albert Rogers has been working as a data entry technician for Workforce Software Inc., a company of 1.000 employees located in New York City. Workforce provides payroll services for companies of one hundred (100) employees or more. Mr. Rogers was in a motorcycle accident and suffered a spinal cord injury. As a result of the injury, he has quadriplegia and has lost the use of his arms, hands, trunk, and legs. Mr. Rogers has been out of work for six (6) months and is now able to return to work. Mr. Rogers has a motorized wheel chair that he can operate with his hands. However, he has lost fine motor functions and does not have the ability to use a keyboard with his hands, which is how he enters data---an essential function of his job. Mr. Rogers drives to work with a specially equipped van. However, he needs assistance getting from his van, which would be parked in an employee parking lot, to his work station. The employee parking lot is located approximately % of a mile from the building where Mr. Rogers works. To get to the work site, employees have to cross a very busy street. There is a small parking lot located next to the work site but that parking lot is reserved for the officers of the company. Mr. Rogers has notified his supervisor that he will be returning to work in two weeks. The supervisor has come to Human Resources to discuss Mr. Rogers' return to work. The supervisor has two concerns: 1. How will Mr. Rogers be able to do his job if he cannot operate a keyboard to enter data. 2. How will Mr. Rogers get from his vehicle to the worksite. Mr. Rogers did mention to the supervisor that he would need assistance in getting out of his van, into the wheelchair, and getting to the worksite once his van is parked in the employee parking lot. You are the Diversity Officer for the company and responsible for reasonable accommodation requests for employees. Explain in no less than 200 words how you would handle this situation