Accommodating disabilities in the workplace

Posted by / 31-May-2016 22:00

Accommodating disabilities in the workplace

If there is a delay in processing the request, the individual with the disability should be notified in writing and informed of the date on which the supervisor/Human Resources professional expects the process to be completed. Initiating a Request: The employee is responsible for requesting a workplace accommodation for a disability.The request should be made to either the employee’s supervisor or Human Resources professional.The request should be in writing and should include the following: Step 2.Engage in an interactive dialogue: The employee should engage in an interactive dialogue with the supervisor and/or Human Resources professional about the specific impact of the condition on job performance and to determine a reasonable accommodation.Mental illness can present unique challenges to employment.

“Hidden” disabilities such as depression, post-traumatic stress disorder (PTSD), schizophrenia, obsessive compulsive disorder, traumatic brain injury, and intellectual and learning disabilities (e.g., attention deficit disorder and attention deficit/hyperactivity disorder) can affect a person’s ability to perform his or her job.If your disability prevents you from returning to your previous job, there is a range of options available – see ‘Looking for work’ below.If you become more disabled or need further support In situations where you already have a disability that has altered or is progressive, you should also sit down with your employer and discuss your available options and needs.Like all employees, people with disabilities can bring a range of skills, talents and abilities to the workplace and there is a range of supports to help them find and keep employment.Some of these are for people with disabilities who are working – see ‘Employees with disabilities’ below.

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For these individuals, Title I of the Americans with Disabilities Act Amendments Act of 2008 (ADAAA) requires employers to make “reasonable accommodations” to help people with mental health conditions do their jobs.

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