Keyword: Making an Accommodation (62 results)
Accommodation and Compliance Series: Employees with Autism Spectrum Disorder
JAN’s Accommodation and Compliance Series is designed to help employers determine effective accommodations and comply with Title I of the Americans with Disabilities Act (ADA). Each publication in the series addresses a specific medical condition and provides information about the condition, ADA information, accommodation ideas, and resources for additional information. This publication addresses Autism Spectrum Disorder.
Accommodation and Compliance Series: Employees with Multiple Sclerosis
JAN’s Accommodation and Compliance Series is designed to help employers determine effective accommodations and comply with Title I of the Americans with Disabilities Act (ADA). Each publication in the series addresses a specific medical condition and provides information about the condition, ADA information, accommodation ideas, and resources for additional information. This resource provides information on employees with multiple sclerosis.
Accommodation and Compliance Series: Employees with Post Traumatic Stress Disorder (PTSD)
This guide from JAN’s Accommodation and Compliance Series is designed to help employers determine effective accommodations for employees with Post Traumatic Stress Disorder (PTSD) and comply with Title I of the Americans with Disabilities Act (ADA). Each publication in the series addresses a specific medical condition and provides information about the condition, ADA information, accommodation ideas, and resources for additional information.
Accommodation and Compliance Series: Ideas for Writing an Accommodation Request Letter
This sample request letter from the Job Accommodation Network is a guide for requesting reasonable accommodation.
Accommodation and Compliance Series: Job Descriptions
This Job Accommodation Network (JAN) resource provides guidance on writing job descriptions, including formulating a job description, using O*NET, and the accommodations process.
Accommodation and Compliance Series: Personal Assistance Services (WPAS) in the Workplace
This publication discusses personal assistance services (WPAS) in the workplace. It provides frequently asked questions regarding WPAS including its use as an accommodation under the Americans with Disabilities Act (ADA); examples of WPAS to accommodate job applicants and current employees with limitations due to sensory, cognitive, physical or mental health impairments; a list of WPAS resources; and a glossary of WPAS-related terminology.
Accommodation guidelines from the National Association of the Deaf
Section 501 of the Rehabilitation Act of 1973 requires the federal government to practice affirmative action to hire and to promote employees with a disability, including deaf and hard of hearing employees. This page from the National Assocation of the Deaf discusses reasonable accommodations for deaf and hard of hearing employees.
Accommodations for Employees with Psychiatric Disabilities
This resource provides targeted information for employers on addressing psychiatric disabilities. This includes information on types of psychiatric disabilities, appropriate accommodations and training to assist employers in effectively hiring, accommodating, and managing employees with psychiatric disabilities.
Accommodations for Employees with Specific Disabilities
The Job Accommodation Network (JAN) provides free, confidential consultation to assist employers in making accommodations for employees with disabilities. They also provide information on the Americans with Disabilities Act (ADA) and resources for specific types of disabilities. Find JAN materials by disability or topic under A - Z of disabilities.
Accommodations Related to Commuting To and From Work
This resource addresses the fact that employers must provide accommodations for an employee with a disability who has trouble getting to and from work because of his or her disability.
Advancing Opportunities: Accommodations Resources for Federal Managers and Employees
A variety of resources are available to assist federal managers in making these accommodations so they can hire, retain and advance qualified individuals with disabilities. This website provides information about and links to these resources.
CAP Online Training Library
The Department of Defense Computer/Electronic Accommodations Program (CAP) has created a series of online training modules designed to promote effective reasonable accommodation solutions, comprehensive disability program management and an inclusive working environment. (New material is added regularly.)
CAP: Providing Reasonable Accommodation Solutions
This training helps users understand what a reasonable accommodation is and how to ensure that employees are being appropriately accommodated. Solutions may include making your facility accessible, modifying your employee's work schedule to fit their needs, providing your employee with readers or interpreters, having the appropriate training documents and policies available, or acquiring equipment for access to the information environment and essential work functions.
CAP: Providing Reasonable Accommodations for People with Cognitive Disabilities
This online training from the Computer/Electronic Accommodations Program (CAP) explains how to accommodate individuals with memory loss, disorientation and low reading comprehension.
CAP: Providing Reasonable Accommodations for People with Dexterity Disabilities
CAP's Online Training Module entitled "Providing Reasonable Accommodations for People with Dexterity Disabilities" provides accommodation solutions for employees with dexterity-related disabilities.
CAP: Providing Reasonable Accommodations for People with Hearing Disabilities
This training addresses accommodation solutions for people who are deaf or hard of hearing and how CAP can help Federal employees and wounded Service members obtain the appropriate solution for their needs.
Civil Rights Center (CRC) - Reasonable Accommodation Resources Center (RARC)
The Reasonable Accommodation Resources Center (RARC) serves as a one-stop-shop providing and coordinating accommodations and assistive services for people with disabilities. Managers, employees and applicants of the Department of Labor (DOL) can obtain guidance, counsel and information on reasonable accommodations, related services, issues and organizations for and about people with disabilities. In addition, the Center's Section 508 Evaluation Lab provides resources to ensure a computer/electronic environment that is accessible to everyone regardless of disability status. This website delineates specific services available through RARC and provide phone and TTY contact information for the RARC office.
Computer Electronic Accommodations Program
Established by the Federal government, the Computer/Electronic Accommodations Program (CAP) is a centrally funded program that provides assistive technology (AT) and reasonable accommodations to people with disabilities. CAP's mission is to ensure that people with disabilities have equal access to information and employment opportunities in the DoD and throughout the Federal government.
Disability and HR: Tips for Human Resource Professionals
This guide provides information for Human Resource Professionals and managers on supporting and accommodating employees with disabilities from the Rehabilitation Research and Training Center on Employment Policy and Individuals with Disabilities at Cornell University’s Employment and Disability Institute.
Effective Accommodation Practices: The Interactive Process - Federal Sector (Word Doc)
The Rehabilitation Act of 1973 requires the Federal sector to provide effective, reasonable accommodations for employees with disabilities. To help determine effective accommodations, the Equal Employment Opportunity Commission (EEOC), recommends that agencies use an “interactive process,” which simply means that employers and employees with disabilities who request accommodations work together. An effective interactive process is essential to Federal agencies in complying with Executive Order 13548. For agencies that are looking for ideas about what to include, this resource is an example of what the interactive process might look like.
Employer's Practical Guide to Reasonable Accommodations
This resource from the Job Accommodation Network provides information on the job accommodation, pre-employment and interviewing processes when hiring candidates with disabilities.
Employing, Retaining, and Accommodating the Aging Workforce
In 1900, the percentage of the American population older than 50 was 13%; in 2000, it was 27%; and it is expected to surpass 35% in 2020. From 2002 to 2012, the fastest-growing segment of the labor force is Americans aged 55 and older. As Baby Boomers approach retirement, younger generations are simply not large enough to completely fill the pipeline in their absence. This recorded webinar will help employers gain strategies to effectively employ, retain, and accommodate older workers.
Ensure Productivity: Reasonable Accommodation Procedures
In the 2012 report, Federal Agency Employment Strategies: A Framework for Disability Inclusion, the Office of Disability Employment Policy, U.S. Department of Labor outlines federal best practices for recruiting, hiring, and advancing people with disabilities. The Ensure Productivity recommendation describes an effective, no frills practice, so that all federal employees can perform at the highest of standards.
Providing reasonable accommodations combines effective written procedures for making and processing requests with a proactive and agile framework. Federal employees with disabilities are routinely informed of their rights to receive accommodations, and have the ability to learn about, select, accept, or reject accommodations to meet their unique needs.
NASA's Johnson Space Center (JSC) is located in Houston, Texas. JSC has set out to create a seamless process for accommodations, encouraging supervisors and employees alike to recognize the positive effect these can have on overall performance. This section combines the recommendations from Ensure Productivity with quotes and videos from the JSC federal partners.
Executive Order 13163 and 13164: Increasing Federal Employment of Individuals with Disabilities & Reasonable Accommodations
Executive Order 13163 was signed into effect by President Clinton to increase the opportunity for people with disabilities to be employed by the Federal government. Executive Order 13164 requires agencies to offer reasonable accommodations to these employees. This entry in the Federal Register documents each of these Executive Orders.
FAA strives for diversity with targeted hiring
The Federal Aviation Administration Office of Civil Rights plays a key role in helping that agency meet its mandate for a diverse workforce. The audio addresses how the FAA is improving its disability hiring, what accommodations are made for people with disabilities, and what happens when someone files a complaint.
Federal Accommodation Programs
The Job Accommodation Network (JAN) offers this list of federal accommodation programs, including the Computer/Electronic Accommodations Program (CAP) and the Office of Personnel Management (OPM).
CapTel is a Captioned Telephone that displays every word the caller says throughout the conversation. CapTel phone users can listen to the caller, and can also read the written captions in the CapTel's bright display window. CapTel phones & service is available for active Federal Employees, and veterans, retired Federal employees, and tribal members may apply for a CapTel phone through their state’s equipment distribution program.
GovExec: Disability Hiring Within the Federal Government
What do you do if an employee comes to you seeking accommodation for a mental condition that qualifies as a disability? In a BLR webinar, “Depression and Other Mental Illness Under New ADA: Accommodation Practices for HR,” Susan G. Fentin, Esq., and Ronald Schouten, M.D., J.D., gives advice on how to handle these types of accommodation requests.
How to Make a Request to the Computer/Electronic Accommodations Program
Prior to submitting an accommodation request to CAP, an employer should determine which assistive technology he or she will need. This resource details these assistive technology options.
Incorporate Reasonable Accommodation Practices into the Onboarding Process
The purpose of an onboarding process is to smoothly integrate new employees into their positions and company culture. It is important to consider reasonable accommodation issues for your new employees who may happen to have a disability, and these are some points to bear in mind.
Investing in People: Job Accommodation Situations and Solutions
This comprehensive Department of Labor Office of Disability Employment Policy (ODEP) review addresses accommodations, including situational examples with practical solutions for employers.
JAN's All About JAN
The Job Accommodation Network (JAN) released the third in a series of fully-accessible "Just-in-Time" training modules. Titled "All About JAN," this 12 minute training module and accompanying transcript and handout provide an overview of JAN, a free, confidential service of ODEP. The module and supporting documents can be found in JAN's Multimedia Training Library.
JAN's Resources for Federal Employers
JAN provides free consulting services for federal employers, including one-on-one consultation about all aspects of job accommodations, compliance assistance with section 501 of the Rehabilitation Act, information about federal initiatives and hiring programs, and referral to federal resources.
JAN's Searchable Online Accommodation Resource (SOAR)
The Searchable Online Accommodation Resource, or SOAR, is designed to let users explore various accommodation options for people with disabilities in work and educational settings. The SOAR widget is now available for download to your website.
Job Accommodation Network
The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. JAN is the most comprehensive job accommodation resource available.
Job Accommodation Network Federal Winter Webcast 2013 Series
JAN provided these 1.5 hour Webcast sessions beginning with the first week of January 2013. The three part series covered the hiring and employment of people with disabilities in the Federal government and the reasonable accommodation process. This archive provides audience members access to the recorded trainings.
Job Accommodation Network- Multimedia Training Library
The JAN Multimedia Training Library provides training resources for JAN's users on issues involving workplace accommodations for people with disabilities.
Leave of Absence as Reasonable Accommodation for Disability?
The EEOC states that inflexible leave of absence policies may violate the Americans with Disabilities Act. This article, however, details a case in which the United States Court of Appeals for the 10th Circuit disagreed with the EEOC, evidencing the reality that courts do not always follow the EEOC’s lead.
The ODEP-funded Partnership on Employment and Accessible Technology aims to advance the employment, retention and career advancement of people with disabilities through accessible technology. Its new Web portal, PEATworks.org, will feature many tools and opportunities for employers, technology providers and users to engage with us and each other on employment-related technology issues. You can visit PEATworks.org now to sign up for updates, and follow PEAT on Facebook and Twitter.
Policy Guidance on Establishing Procedures to Provide Reasonable Accommodation
U.S. Equal Employment Opportunity Commission (EEOC) guidance on Executive Order 13164 requiring federal agencies to establish effective written procedures for processing requests for reasonable accommodation.
Quick Tip: Telework
Learn more about how CAP can provide telework solutions as a form of reasonable accommodation in the short Quick Tip video from CAP's ongoing series. Visit www.cap.mil for more information
Reasonable Accommodations Eligibility Checklist
When counseling, providing an opportunity period, or taking action, you may discover that a performance problem is due to a mental or physical condition. As a result, an employee may request some type of accommodation. If the accommodation request does not cause the agency an undue hardship, you are required to accommodate the employee if he or she has a disability and is a "qualified" individual with a disability. This type of situation is an area in which you will have to get technical assistance from your agency's human resources staff. However, as a starting point in your determination as to whether or not an employee is entitled to such an accommodation, review this resource.
Service Animals in Places of Business
Fact sheet from the U.S. Department of Justice answers commonly asked questions about the use of service animals by people with disabilities in places of business. Read a business brief about this topic.
Solving for the unknown: No duty to accommodate disability that employee never revealed
Accommodating a disability an employer doesn’t know about can be difficult. Yet, some disabled employees never tell employers about their conditions—even if their disability could affect performance. And of course employees should not be treated as disabled unless they claim a disability. But what if someone was fired for poor performance? According to Anguiano v. Ormco, No. B228600, Court of Appeal of California, the employee cannot sue in this case alleging failure to accommodate her disability.
Provides federal employees tools and resources on how to become a more effective teleworker. Covers everything you’ll need to know to get the job done from home, including knowing who your Telework Managing Officer is, knowing your agency’s policy and procedures, telework training, safeguarding information and managing expectations.
The Computer/Electronic Accommodations Program YouTube Channel
CAP provides free assistive technology and services to federal employees with disabilities and Wounded Services Members.
The Job Accommodation Process: Steps to Collaborative Solutions
This resource outlines successful accommodation procedures resources, including information on tax incentives.
USDA: TARGET Demonstration Center
The USDA TARGET Center's mission is to ensure that all USDA employees have safe and equal access to electronic and information technology by assessing, educating, and advocating for the integration of assistive technology and worksite accommodations.
Video clip by CAP- Dispelling the Myths: PTSD/TBI
At this event, the Computer/Electronic Accommodations Program (CAP) discussed some of the myths surrounding employment limitations of individuals diagnosed with PTSD and TBI. CAP also demonstrated several assistive technologies that can help individuals with PTSD/TBI with tasks such as note taking, writing, reading and remembering important information. Attendees also had an opportunity to have hands on experience with the assistive devices.
Work at Home & Telework as a Reasonable Accommodation
Fact sheet provides information on work at home and telework, which can expand employment opportunities for persons with disabilities.
Workplace Accommodations for Persons with Disabilities
According to 2008 disability and employment statistics, an estimated 10.4 percent (18,312,900) of working age adult (21-64 years of age) individuals reported a disability. Of that number, 39.5 percent were employed, compared to 79.9 percent of persons without disabilities, representing a 40 percent employment gap. People with disabilities represent a largely untapped labor pool. This recorded webinar will help employers learn about workplace accommodations for people with disabilities.
Workplace Accommodations: Low Cost, High Impact
This Job Accommodation Network (JAN) research summary discusses the costs and benefits to employers of providing workplace accommodations. It concludes that the benefits employers receive from making workplace accommodations far outweigh the costs. JAN found that providing accommodations resulted in retention of valuable employees, improved productivity and morale, and reduced workers’ compensation and training costs, and improved company diversity. 57% of accommodations cost absolutely nothing to make, while the rest typically cost only $500.