Disabled Reasonable Accommodation
The Americans with Disabilities Act (ADA) was enacted to protect people with disabilities from discrimination when it comes to finding work. Under the ADA, an employer must consider all applicants, including those with disabilities, for open positions if they have the skills and qualifications required. Employers must also provide employees with known disabilities access to "reasonable accommodation," as long as the accommodation does not incur a large expense.
What are reasonable accommodations?
A reasonable accommodation can take many forms from equipment, technologies to job duties; anything that will help an individual with a disability perform their job. Examples of reasonable accommodations can include:
- Flexible work schedule
- Use of special equipment, such as a large computer monitor or chair or other workplace adaptive technology
- An interpreter or reader
- Modification of job duties
- An employer’s existing facilities may need to be made more accessible or involve acquiring or modifying equipment.
- Changes to tests, training materials, or policies.
When can an employee or a job applicant request a reasonable accommodation?
An individual can request an accommodation at any time either during the pre- or post interview phase or while employed. An employer is required by law to provide employees with known disabilities access to these reasonable accommodations. These can range from technologies, services to scheduling considerations - as long as they do not require a large expense on the employer’s behalf. Most employers understand that they need to accommodate individuals with disabilities by law, but they may not know exactly what accommodations you require. The best thing to do is ask.
How do you request an accommodation?
You can request an accommodation at any time – before you are hired and during your employment. An individual can request reasonable accommodation either orally or in writing. They can make this request through their supervisor or HR manager. At this time, it is the responsibility of the individual to outline the specifics of what type of accommodation they require and how it will help them perform their job. Their supervisor or HR manger will then assess the request and make alternative suggestions, if necessary.
For more information on reasonable accommodations for the disabled, visit here.