When proceeding to hire, select, and retain employees with disabilities, it is important to remember that employers have the right to insist upon all candidates being able to perform the essential functions of the job. Some with disabilities may only be able to perform those essential functions when provided reasonable accommodations. It then becomes the responsibility of the employer to provide those reasonable accommodations. A multi-step process for providing job accommodations, along with other useful resources, are listed below.

Disability Fact Sheet A –Z, Job Accommodation Network (JAN), provides accommodation information by specific disability. It is an Employers' Practical Guide to Reasonable Accommodation under the Americans with Disabilities Act. It provides employers with a detailed summary of some of the most frequent issues that employers have regarding accommodations and ADA compliance. http://www.jan.wvu.edu/media/atoz.htm

When May a Job Accommodation be Required?

A workplace accommodation may be requested by an employee with a disability at any time during employment. After initiating the workplace accommodations process, the individuals and the employer should discuss the request. There are several considerations that might be appropriate when a determining reasonable accommodation request, including the demands of the job, the employee’s skills and functional limitations, available technology, and cost. After both parties agree that a workplace accommodation is needed, an appropriate one must be selected.

What are the Steps to Consider When Making a Workplace Accommodation?

Step 1: Decide if the employee with a disability is qualified to perform the essential functions of the job with or without an accommodation.

Step 2: Identify the employee’s workplace accommodation needs by:

1. involving the employee who has the disability in every step of the process.
2. employing confidentiality principles while exploring way to provide workplace accommodations;
3. consulting with rehabilitation professionals, if needed;
4. using job descriptions and job analyses to detail essential functions of the job; and
5. identifying the employee’s functional limitations and potential accommodations.

 

Step 3: Select and provide them accommodation that is most appropriate for the employee and employer.

1. Cost should not cause an undue hardship.
2. Accommodations selected should be effective, reliable, easy to use, and readily available for the employee needing the accommodation.
3. An employee should try the product or piece of equipment prior to purchase.

 

Step 4: Check results by:

1. monitoring the accommodation to see if the adaptation enables the employee to complete the necessary work task(s); and
2. periodically evaluating the accommodation(s) to ensure effectiveness.

 

Step 5: Provide follow-up, if needed by:

1. modifying the accommodation if necessary; or
2. repeating these steps if appropriate.

 

Informational Resources available on-line:

http://www.jan.wvu.edu/ The Job Accommodation Network is an excellent web-based resource designed to help employers identify appropriate job accommodation ideas.

http://www.abledata.com/ ABLEDATA is a web-based resource that provides information about specific technologies and devices that can be used to assist individuals with disabilities. Use the “Products” button to access information that classifies the technologies listed in the ABLEDATA database by each product's intended function or any special features it possesses.

http://www.adagreatlakes.org/ The DBTAC: Great Lakes ADA Center provides information, problem solving assistance and referrals for implementing the Americans with Disabilities Act (ADA) and other related laws.

Job Accommodation Service Resources available in Wisconsin:

http://svri.uwstout.edu/services/index.htm Stout Vocational Rehabilitation Institute, UW-Stout provides job accommodation services to employers from across the state. With over 25 years of direct service delivery in the rehabilitation engineering/assistive technology/job accommodation field, their staff represent some of the most knowledgeable and skilled practitioners in the nation.