Reasonably accommodating disabilities

04 Apr

Both employee and student have the necessary skills to do what’s required if these adjustments are made.For people with a disability, such changes are often critical to their success.First, if supervisors, managers, and HR professionals have formal policies and procedures to refer to, they are more likely to handle accommodation requests properly and consistently.Second, a formal policy that is shared with employees helps employees know what to expect if they request an accommodation and also helps them understand that other employees might be requesting and receiving accommodations.Additionally, 2 percent of units (or at least one unit whichever is greater) must be accessible for persons with visual or hearing disabilities.For more information,visit Section 504 Questions and Answers.Do employers have any obligation to provide temporary accommodations while researching an employee's accommodation request?According to informal guidance from the EEOC, there is no definite answer to this question; it depends on the situation.

An individual with epilepsy, paralysis, HIV infection, AIDS, a substantial hearing or visual impairment, mental retardation, or a specific learning disability is covered, but an individual with a minor, nonchronic condition of short duration, such as a sprain, broken limb, or the flu, generally would not be covered.

Finally, formal procedures help employers document their efforts to comply with the ADA. Where can employers get sample accommodation policies and procedures?

JAN and the EEOC have sample accommodation policies and procedures on their Websites: Sample policies at Practical Establishing Procedures to Facilitate the Provision of Reasonable Accommodation at Internal Accommodation Procedures at Practical Advice for Drafting and Implementing Reasonable Accommodation Procedures under Executive Order 13164 at

The second part of the definition protecting individuals with a record of a disability would cover, for example, a person who has recovered from cancer or mental illness. A qualified individual with a disability is a person who meets legitimate skill, experience, education, or other requirements of an employment position that s/he holds or seeks, and who can perform the essential functions of the position with or without reasonable accommodation.

The third part of the definition protects individuals who are regarded as having a substantially limiting impairment, even though they may not have such an impairment. Requiring the ability to perform "essential" functions assures that an individual with a disability will not be considered unqualified simply because of inability to perform marginal or incidental job functions.