Accommodating employees with disabilities
These tips focus on how to work with a person who wants to come back to work.These tips will help you accommodate disabled employees and welcome them back to work.Keep the conversation to the whats and whens: What can/can’t the person do, what do they need, and what is the duration of the restrictions or limitations?Don’t ask for details you don’t need to help them, such as what disease or condition caused their impairment, what treatment they are receiving, or if they’re taking their medications.If the employer isn't prepared to accommodate a disabled employee in their business, they might not have the tools in place necessary to welcome and accommodate the disabled employee when such an illness occurs.
In 1994 the Job Accommodation Network (JAN) published data demonstrating that the majority of workplace accommodations cost less than US0. JAN reports the median cost of accommodating an employee is about US0. The National Council on Disability (NCD) Bulletin of April 1996 notes that accommodating a worker at Sears, Roebuck and Company averages .Let them lead the ensuing discussion, but make clear that you are available to talk about accommodations if necessary.“An individual with a disability must…be qualified to perform the essential functions of the job with or without reasonable accommodation, in order to be protected by the ADA.If the individual volunteers information or asks for advice, it’s okay to engage them, but don’t go there without an invitation.When working out reasonable accommodations, consider: In a survey of 781 employers who made accommodations for disabled employees, the Job Accommodation Network found that 59% paid nothing for the accommodation, and of those who did have to spend, the median cost for the accommodation was 0.
Furthermore, modern computer operating systems have basic accessibility aids, including a magnification system, built in.