Reasonable Accommodation Kendra Duckworth, M.S. Psychiatric/Cognitive Team Lead Consultant Eddie Whidden, M.A. Motor Team Senior Consultant A service of.

Reasonable Accommodation Kendra Duckworth, M.S.Psychiatric/Cognitive Team

Lead ConsultantEddie Whidden, M.A.

Motor TeamSenior Consultant

A service of the U.S. Department of Labor’s Office of Disability Employment Policy

Job Accommodation Network

Reasonable Accommodation

Established for 25 Years Funded by the Office of Disability Employment

Policy Based in Morgantown, WV Serve a national audience Provide electronic and telephone consultation,

expert training, and comprehensive

accommodation and compliance information

JAN Overview

Reasonable Accommodation

Employers Individuals and personal representatives

(lawyers, friends, family members) Rehabilitation and medical professionals Those seeking self-employment Others

JAN Overview

Reasonable Accommodation

JAN Overview

Reasonable Accommodation

Accommodation and ADA Information Technical Assistance Documents Process and Guidance Benefit/Cost Research Policy Development

JAN Overview: Start with JAN

Workplace AccommodationsLow Cost, High Impact:

New Research Findings Address the Costs and Benefits of Job Accommodations for

People with Disabilities

Benefits

Essential Findings

Are accommodations costly?

Almost half (46%) were made at no cost.

Of the 45% who experienced a one-time cost to make an accommodation, the typical cost of accommodating an employee was $500.

Essential Findings

Are accommodations effective?

Employers were asked to rank the effectiveness of the accommodation on a scale of 1 to 5, with 5 being extremely effective.

Of those responding, 75% reported the accommodations were either very effective or extremely effective.

Essential Findings

Employers experience both direct and indirect benefits by making

accommodations.

Direct Benefits: 10% promoted an employee, 18% hired a qualified person, and 86% retained a valued employee.

Direct Benefits after Accommodation

Retained a valued employee 86%

Increased the employee’s productivity 71%

Eliminated costs of training a new employee 56%

Increased the employee’s attendance 49%

Increased diversity of the company 42%

Saved workers’ compensation/other insurance costs 39%

Hired a qualified person with a disability 18%

Promoted an employee 10%

Indirect Benefits after Accommodation

Improved interactions with co-workers 67%

Increased overall company morale 58%

Increased overall company productivity 56%

Improved interactions with customers 43%

Increased workplace safety 41%

Increased overall company attendance 34%

Increased profitability 32%

Increased customer base 16%

Accommodation Process

Questions to Consider

Does your organization have written accommodation policies?

Does you organization have a formal yet flexible accommodation process?

Does your organization provide training to supervisors?

4. Implement Accommodation

Accommodation Process

2. Explore Accommodation Ideas

5. Monitor Accommodation

1. Define the Situation

3. Choose Accommodation

Accommodation Process

1. Define the Situation What are the person’s limitations? What is the person’s job? What is the person having difficulty

doing? Is this an accommodation request? Can I get medical information? Is the condition progressive?

Printing Operator: Depression

A printing operator loses his concentration during big jobs and has trouble remembering processes.

How do we define the situation?

Solutions Laminate a copy of daily

job tasks Use an erasable marker

to mark off completed items

Use a watch with an alarm set for every hour as a reminder to check on other job responsibilities

Accommodation Process

2. Explore Accommodation Ideas Does the workplace need modified? Does the job need modified? Does a policy need modified? Does a piece of equipment need

modified or purchased? Does a service need purchased? Is reassignment appropriate?

Office Worker: Veteran with PTSD

An office worker was easily startled when approached unsuspectingly.

How do we explore accommodation ideas?

Solutions

Monitor Mirror Cube-a-Door

Accommodation Process

3. Choose Accommodations What is the employee’s preference? What is reasonable for the business? Does the accommodation meet the

person’s limitations? Is the accommodation an undue

hardship or direct threat?

Computer Programmer: Cervical Injury

A computer programmer had difficulty sitting for long periods.

How do we choose accommodations?

Solutions

Ergonomic Chair Supine Workstation

Accommodation Process

4. Implement the Accommodation What is the installation process? Is training necessary? Does the accommodation work? Has the accommodation been

communicated to essential personnel?

Teacher: Multiple Sclerosis

A high school teacher with MS had difficulty working with his supervisor after disclosing he had limitations in working overtime.

Solutions Determine a monthly

schedule (with weekly updates)

indicating potential overtime

needs Allow telephone calls during

work hours to doctors and others

for needed support Allow the presence of a support animal Allow the employee to take breaks as needed

Accommodation Process

5. Monitor the Accommodation Who will be responsible for monitoring

effectiveness? Is there maintenance? Are updates necessary? How does the employee communicate

changes to the accommodation? Have the employee’s limitations changed?

Project Officer: Dyslexia

A project officer with a learning disability had difficulty reading and spelling technical words.

Solutions

Screen Reading SoftwareReading Pen

Situations&

Solutions

Personal Trainer: Migraines

A personal trainer became sensitive to fluorescent light and began having migraine headaches. Her workout areas included aerobic classrooms with plate-glass windows and equipment rooms with no windows.

What are potential accommodations?

Solutions

Equipment room lighting

was replaced with full

spectrum lighting Windows were tinted to reflect the outside light

Journalist : CTS

A journalist with carpal tunnel syndrome has difficulty performing office tasks due to limitations in repetitive motion.

What are potential

accommodations?

Solutions

Forearm SupportsArticulating

Keyboard Tray

Solutions

Onscreen Keyboard

NoHandsMouse

Solutions

Writing Aids

Speech Recognition with Stenoscribe

Solutions

Access to exercise software Frequent breaks Rotate job tasks Train on posture and ergonomics

Data Entry Clerk: Sleep Apnea

A data entry clerk is falling asleep at work due to sleep apnea.

What are potential

accommodations?

Solutions

Employer purchased an over-the-

ear alarm to alert employee when

she fell asleep at her desk Employee relocated her office to

be near co-workers and activities

Questions &

Answers

Including Accommodation Strategies

Retain a valued employee Hire a qualified person Promote an employee

Resources Individual with the disability Disability specific organizations Local disability groups Departments of rehabilitation Vendors of assistive technology State technical assistance projects Disability and Business Technical Assistance

Centers JAN

Contact JAN

(800) 526-7234 (V)

(877) 781-9403 (TTY)

http://www.jan.wvu.edu

[email protected]

Please call,

e-mail, or

visit us on the Web!

Reasonable Accommodation

Reasonable Accommodation

Questions

Reasonable Accommodation

Thanks for attending.

JAN improves the workplace one successful accommodation at a time.

JAN improves the workplace one successful accommodation at a time.