The following is a list of more common issues related to employment and disability including some possible accommodations and considerations.
- Accommodating Application forms:
* Designate an employee to read the application form.
* Designate an employee to assist the applicant to complete the necessary forms.
* Allow the application to be taken home.
* Make the application available in Braille, on a computer disk, or in large print format if requested.
- Accommodating Interviews:
* Make it routine to ask all applicants if they will require any accommodations for the interview process.
* For someone with a mobility impairment, relocate the interview site to an accessible location.
* Provide a sign language interpreter for deaf applicants.
* For blind or vision impaired applicants offer assistance or descriptive directions and visual cues.
- Accommodating Training:
* Employees with disabilities must be provided equal opportunities to participate in training.
* Employers need to provide accommodations for training such as:
- accessible locations or facilities
- interpreters and note-takers
- materials in accessible formats (i.e. large print, Braille) and/or readers
- provide extra time
* If training is conducted off-site or if an outside contractor is used for training, the employer is responsible for assuring accessibility and that accommodations are provided.
* Employers should not assume that the disabled employee is not interested, or not qualified for advancement.
* Promotions can not be denied because of the need to provide accommodation, unless the accommodation would cause undue hardship.
* Disabled employees should not be placed in separate lines of progression or in segregated units or locations that limit opportunity for advancement.
* Those who make decisions regarding promotions and advancements should be made aware of ADA nondiscrimination requirements.