Under Title I of the Act, applicants and employees with disabilities receive protection from the unjust employment discrimination that has been forever present in our society. Among these employment protections is the requirement for employers to provide reasonable accommodations to qualified applicants and employees with disabilities. While there are many provisions to the statute, there are key points that I will address in an attempt to clarify this sometimes complex law. Simply, reasonable accommodation involves three categories of accommodations in the workplace.
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.
The interactive accommodation process should be ongoing. Document dates, actions taken, and adjustments made to assure continued success.
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A CAP may also consolidate funding streams for some or all accommodations at a level removed from the department or unit in which the individual is working. An 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.
Following an accommodation request, the employer and the individual 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:.
There 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:. Some 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:. Phases of Employment Recruit Build a pipeline of talent that includes people with disabilities. Hire Identify people who have the skills and attributes for the job. Retain Keep talented employees with disabilities, including those who acquire them on the job.
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