1. Discuss the job. Employers are required to provide accommodations that enable workers to perform the essential functions of a job. The essential and marginal functions are often part of the formal job description. However, it is useful to discuss job tasks and processes with the employee to get more details.
2. Discuss how the disability impacts the job. For example, discuss how the employee believes the disability influences the essential job functions of the job. Identify performance issues and discuss how these could be addressed with an accommodation.
3. Discuss accommodation options. Identify potential accommodations and assess how effective each would be in enabling the individual to perform essential job functions. If this consultation does not identify an appropriate accommodation, guidance is available from a number of sources; many without cost. For example, you can contact your regional ADA Center at 800-949-4232 or the Job Accommodation Network at (800) 526-7234 to assist you with accommodation ideas.
4. If more than one accommodation would be effective or if the individual would prefer to provide his/her own accommodation, the individual's preference should be given consideration. However, the employer is free to choose among effective accommodations, and may choose one that is less expensive or easier to provide.
The fact that an individual is willing to provide his or her own accommodation does not relieve the employer of the duty to provide a reasonable accommodation should this individual for any reason be unable or unwilling to continue to provide their own accommodation.