Steps for Making a Workplace Accommodation
Step 1: Decide if the candidate for employment or employee with a disability is qualified to perform the essential functions of the job with or without an accommodation.
Step 2: Identify the candidate's or employee's workplace accommodation needs by:
- involving the individual who has the disability in every step of the process;
- employing confidentiality principles while exploring ways to provide workplace accommodations;
- consulting with rehabilitation professionals, if needed;
- using job descriptions and job analyses to detail essential functions of the job; and
- identifying the individual's functional limitations and potential accommodations
Step 3: Select and provide the accommodation that is most appropriate for the candidate/employee and employer.
- Costs should not be an undue hardship.
- Accommodations selected should be effective, reliable, easy to use, and readily available for the employee needing the accommodation.
- An employee should try the product or piece of equipment prior to its purchase.
Step 4: Check results by:
- Monitoring the accommodation to see if the adaptation enables the employee to complete the necessary work task(s); and
- Periodically evaluating the accommodation(s) to ensure effectiveness.
Step 5: Provide follow-up, if needed, by:
- Modifying the accommodation if necessary; or
- Repeating these steps if appropriate.
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