Reasonable accommodations are adjustments or modifications that enable people with disabilities to perform the essential functions of a job efficiently and productively. In this way, they are important retention and advancement tools. Reasonable accommodations may also be necessary to assist a person with a disability to apply and interview for a job. Show
Accommodations vary depending upon the nature of the job and the needs of the applicant or employee. Not all people with disabilities (or even all people with the same disability) will require the same accommodation or any accommodation. Furthermore, research by the Job Accommodation Network (JAN) indicates that more than half of accommodations cost nothing at all. A best practice related to accommodations is the establishment of a centralized accommodation program (CAP), which consolidates in a single office or location subject matter expertise necessary to assess, evaluate and select effective and meaningful accommodations. A CAP may also consolidate funding streams for some or all accommodations at a level removed from the department or unit in which the employee is working. Examples of Reasonable AccommodationsReasonable accommodations may include, but are not limited to:
For examples of common accommodations for specific disabilities, visit JAN’s Accommodation Information by Disability: A-Z. Making Reasonable Accommodations
Receiving Requests for AccommodationsAn applicant or employee may request a reasonable accommodation at any time during the employment cycle if they have a disability and cannot fully participate in the application process or perform the essential function(s) of the job. A request for a workplace adjustment qualifies as a request for reasonable accommodation if the change is requested for a reason related to his/her disability. To request an accommodation, employees:
Responding to Requests for Reasonable AccommodationsFollowing an accommodation request, the employer and the person should engage in an interactive process to identify the appropriate reasonable accommodation. If a manager or direct supervisor receives an accommodation request, he or she should refer the employee to HR or another person who is responsible for responding to such requests. The person receiving the accommodations request may:
Implementing Reasonable AccommodationsThere are no specific policies or procedures that employers must follow when trying to accommodate an employee with a disability, but requests must be made within a reasonable time. It is also advisable to communicate with employees regarding progress made in providing the accommodation especially if it may take some time. The accommodations process is most effective when:
Formal Accommodations ProcessSome employers opt to establish formal accommodations policies and procedures and to centralize this function (PDF). Some of the benefits of having a formal policy include:
Which of the following is an example of reasonable accommodation of a disability?Examples of Reasonable Accommodations
Acquiring or modifying equipment or devices such as adjusting a desk height to accommodate an employee who uses a wheelchair or providing an employee with quadriplegia a mouth stick device to type on their computer.
What are the 5 common means of reasonable accommodation?5 Types of Reasonable Accommodation. Job task changes.. Reserved parking.. Work area accessibility.. Training tools and options.. Equipment adaptation.. Work schedule flexibility.. Work assistant or aid.. Job reassignment.. What is reasonable accommodation with regards to employees with disabilities?Reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by ...
What are some examples of ADA?Installing a ramp to make a workplace wheelchair-accessible. Modifying a restroom so a worker with disabilities can use it. Changing the layout of cubicles to provide enough room for a wheelchair to pass. Providing a raised or adjustable desk so that a wheelchair can be used in place of a chair.
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