Step 5: Provide follow-up, if needed, by: modifying the accommodation if necessary; or repeating these steps if appropriate.
Offered below are examples of accommodations that have been made for qualified workers with disabilities.
These are samples only and are not necessarily the only possible solutions to the problems.
In December 1994 the Office of Disability Employment Policy’s Job Accommodation Network () reported that 68% of job accommodations made cost less than $500, and further, that employers report that for every dollar spent on accommodations, the company received $28 in benefits.
Accommodations, which are modifications or alterations, often make it possible for a qualified person with a disability to do the same job as everyone else but in a slightly different way.
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: involving the employee who has the disability in every step of the process; employing confidentiality principles while exploring ways to provide workplace accommodations; consulting with rehabilitation professionals, if needed; using job descriptions and job analyses to detail essential functions of the job; and identifying the employee’s functional limitations and potential accommodations Step 3: Select and provide the accommodation that is most appropriate for the employee and employer. Accommodations selected should be effective, reliable, easy to use, and readily available for the employee needing the accommodation.
Accommodations are determined on a case-by-case basis.
They are made as a cooperative effort among the employee with a disability, the employer, and other individuals when appropriate (e.g.
Accommodations are always made on an individual basis.
To find solutions to your own situations, call ) requires that employers with 15 or more employees make reasonable accommodations in the workplace for employees with disabilities.
After initiating the workplace accommodation process, the individual and the employer should discuss the request.