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Whether a particular accommodation is "reasonable" depends on all the unique facts and circumstances. Ultimately the question comes down to whether the accommodation would impose "substantial difficulty or expense" on the employer. This is something a jury would have to decide.
Although the determination would be a jury's to make, I can tell you rather unequivocally that the simple fact a shift is not offered to others would not be sufficient to prove an accommodation is unreasonable. The entire idea of an accommodation is that it is a special modification in job duties not offered to others. By the logic of your employer, virtually no accommodation would be reasonable. Unless your employer can articular some legitimate reason why this shift accommodation imposes undue difficulty or expense on their business--something beyond simply being "unfair" to other employees, the accommodation would likely be determined "reasonable" by a jury. That means your employer would be in violation of the ADA by not offering it to you.
If your employer still refuses to grant the accommodation request, the next step would be to file a complaint with the Equal Employment Opportunity Commission, which is the federal agency and "gatekeeper" of the Americans With Disabilities Act. The EEOC will investigate and attempt to mediate a resolution with your employer. That not forthcoming, they will either file a lawsuit on your behalf or issue you a "right to sue" letter, which will enable you to sue in civil court with the assistance of an attorney.
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