- Topic Home
- Topic 1. Why this matters
- Topic 2. Setting the tone
- Topic 3. Building trust
- Topic 4. Defining disability
- Topic 5. Working together
- Topic 6. Getting talent
- Topic 7. Disclosing a disability
- Topic 8. Federal Contractors
- Topic 9. Accommodation at work
- Topic 10. Our managers' resources
- Topic 11. Our employees' resources
Topic 9. The acommodation process
Questions about accommodation at work?
Tips for Leadership
- The content of this message will vary depending on the role managers and supervisors play in the accommodation process in your workplace.
- In some workplaces, managers and supervisors play little or no role in determining an accommodation. In these cases, a special office within HR or Diversity and Inclusion implements the accommodation process.
- In other workplaces, the manager or supervisor is heavily involved in determining whether an employee gets an accommodation and what type of accommodation will be used.
- Still other workplaces have the manager or supervisor involved only in some aspects of the accommodation process with support from HR.
- Whatever accommodation process you use, it is vital that it is clear and simple so that managers will have a solid understanding of their role in the process.
- If possible, include in your process description how accommodations will be paid for. Will the accommodation come out of the manager or supervisor's operating budget (not a practice we recommend) or will costs come out of a centralized accommodation funding source?
Topic 9. Messages
What managers need to know about accommodations
At (COMPANY NAME), we want to support employees so they can give us their best. Sometimes this support comes in the form of accommodations for employees with disabilities. According to the ADA, accommodations are "any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities." We accommodate employees when we know they have a disability. Each employee's accommodation need is unique and will be determined based on the employee's disability, job, and situation. Examples of accommodations can include changes in work schedule, equipment (such as screen readers or magnifiers), marginal (minor) job tasks, work furniture, or location (e.g. work from home).
Our accommodation process
Any (COMPANY NAME) employee who tells you that they have to do something different at work because of a medical condition or disability has triggered the accommodation process. This is an interactive process to find an accommodation which will enable the person to continue doing their job well. As a manager or supervisor, you have a role in this process. Most important, contact (COMPANY CONTACT FOR ACCOMMODATIONS) first. Second, check-in with the employee periodically to make sure the interactive accommodation process is moving forward. Third, when the accommodation is put into place, check in to make sure that it is effective. But be aware that the employee might need some time to get used to the accommodation.
At (COMPANY NAME), our process includes:
- (Insert, a brief step-by-step description of the accommodation process in your company, including contact information and timeline expectations).
Want to learn more?
If you want to learn more about this topic, contact the Northeast ADA Center.