significant financial savings. We understand and appreciate the concerns that are raised in the brief of the amici curiae. Indeed, temporary “light duty” may be one form of reasonable accommodation an employer may offer to an employee. See W.Va.C.S.R. 77.4.5.2. We also note that courts have recognized that the protections of the law prohibiting disability discrimination continue to apply to employees who are working in light duty assignments. See Valdez v. Albuquerque Pub. Sch., 875 F.Supp. 740 (D.N.M.1994) Taylor v. Garrett, 820 F.Supp. 933 (E.D.Pa.1993). 11 . "' "[R]easonable [a]ccommodation” means reasonable modifications or adjustments to be determined on a case-by-case basis which are designed as attempts to enable an ind No. 2, 187 W.Va. 663, 421 S.E.2d 46 (1992) (per curiam) (<HOLDING>); Anderson v. Live Plants, Inc., 187 W.Va. 365,
holding that whether a person has a disability under the ada is an individualized inquiry holding that summary judgment may be reversed when it is based on an error of law holding disability discrimination claim barred holding that under pre1989 law there must be an individualized determination of whether an individual has an actual disability and reversing a summary judgment that held that a person did not have protected status to claim discrimination based on a back injury holding that the determination of whether an individual is an independent contractor lies in the common law and not under an express provision of the act