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Accommodating people with disabilities

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All participants involved must agree to maintain confidentiality when discussing accommodations; reasonable accommodation information may only be shared on a need-to-know basis, will never go in a personnel file, and will not be shared with coworkers.

Co-workers who may need to do something differently as a result of an accommodation may be told of the change required, but not the reasons why the change was made. If the need for an accommodation is not obvious, the employee may be required to provide documentation of a disability from the appropriate health or rehabilitation professional.

Both the employer and the employee are important participants in the process of finding an effective accommodation. The employee often knows what accommodation s will work best, because they know the barriers presented by their disability. The employer should participate, as they are familiar with the systems, policies, and practices in place within the organization.

In the end, it is the employer who decides what accommodation is put into place, but it must be effective in resolving the functional limitation s presented by the disability. Once the employer identifies an effective accommodation, make a plan to put it into effect on the job, including any necessary training for the employee. If an employer plans to deny an accommodation request, they should have a prepared reason for denying the request to give to the employee.

The employer and the employee should continue communication to determine if the accommodations are working and make adjustments accordingly. All parties involved should document information about the reasonable accommodation process in order to maintain an accurate record and so that they can review the process and know what they have done to act on the accommodation. All Rights Reserved. Skip to main content. National Network. Search this site Search. Play Areas.

Effective Communications and Emergency Preparedness. ADA and Higher Education. More events Key Definitions What is a reasonable accommodation? Some of the factors for determining essential functions of a job include: Whether the position exists specifically to perform these essential functions. The number of other employees who are available to perform the same job duties. The expertise or skills required to perform the essential functions. Obligations of Employers What types of employers are required to provide reasonable accommodations?

Reasonable accommodations comes in many forms. What types of accommodations are generally considered reasonable? Change job tasks. Provide reserved parking. Improve accessibility in a work area. Change the presentation of tests and training materials. Provide or adjust a product, equipment, or software. Allow a flexible work schedule. Provide an aid or a service to increase access.

Reassign to a vacant position. What are some examples of reasonable accommodation? Get the process started After an employee discloses a disability to their manager or to human resources, it is important to initiate whatever reasonable accommodation process that the employer has in place. Initiate an interactive dialogue between the employer and the employee. If necessary, obtain preliminary documentation.

The accommodation must be effective. Implement the agreed upon reasonable accommodation. Bladder Impairment. Sickle Cell Anemia. Bleeding Disorder. Body Odor. Little Person. Brain Injury. Burn Injury. Chronic Fatigue Syndrome. Chronic Pain. Cumulative Trauma Conditions. Ehlers-Danlos Syndrome. Essential Tremors. Gastrointestinal Disorders. Graves' Disease. Guillain Barre' Syndrome. Hearing Impairment. Heart Condition. Huntington's Disease. Intellectual Impairment. Fetal Alcohol Syndrome. Learning Disability.

Auditory Processing Disorder. Leg Impairment. Lyme Disease. Marfan Syndrome. Mental Health Conditions. Anxiety Disorder. Bipolar Disorder. Eating Disorders. Personality Disorder. Tourette Syndrome. Multiple Sclerosis. Muscular Dystrophy. Myasthenia Gravis. Cerebral Palsy. Parkinson's Disease. Raynaud's Disease. Respiratory Impairments. Skin Conditions. Sleep Disorder. Speech-Language Impairment. Spina Bifida. Thyroid Disorders.

Low Vision. By Limitation - Find information on accommodations organized by limitation. Filter Limitations. Coughing Excessively. Dietary Needs. Suppressed Immune System. Temperature Sensitivity. General Cognition. Memory Loss. Mental Confusion. Seizure Activity. Task Specific - Learning. Managing Time. Information Processing. Visual Processing. Visual Discrimination.

Visual Sequencing. Visual Memory. Visual Motor Processing. Visual Closure. Spatial Relationships. Auditory Processing. Auditory Discrimination. Auditory Sequencing. Executive Functioning Deficits. Use of Hearing Devices. Use of Mobility Aids. Take Medication. Gross Motor. Operating Foot Control. Fine Motor. Other Motor. Body Size. Overall Body Coordination. General Psychological. Stress Intolerance. Unable to Work Alone. Disruptive Behavior. Non-compliant Behavior.

Vision Impairment. Blind - Total. Blind - One Eye. Vision Loss. Progressive Vision Loss. Limited Visual Field. Color Vision Deficiency Color Blindness. Night Blindness. Deaf - Total. Deaf - One Ear. Hearing Loss. Hard of Hearing. Progressive Hearing Loss.

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The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal. Example: A repairperson who uses a wheelchair could service the accessible sites, while the other sites could be assigned to someone who does not have a. Assisting a New Employee by Adjusting Their Computer. You can help accommodate someone's disability by purchasing software and tools that will assist their computer use. Accommodating a New Hire by Selecting the Right Furniture. Make the Work Area Inclusive for All Workers.