Handout C
The Reasonable Accommodation Process
1. Methods of Accommodation
1. Consult with the employee with a disability to:
A. Determine the precise job-related limitation imposed by the individual's disability;
B. Determine how those limitations could be overcome with a reasonable accommodation;
C. Get the employee's recommendation on accommodation needed.
2. In consultation with the employee:
A. Identify and investigate potential accommodations;
B. Determine feasibility; and
C. Assess the effectiveness each would have in enabling the individual to perform the essential functions of the position.
3. Give primary consideration to the preference of the individual:
A. Select and implement the accommodation that would be most effective.
B. Monitor its progress.
2. Reasonable Accommodation Options
- Making existing facilities readily accessible.
- Acquiring new equipment.
- Modifying existing equipment.
- Job restructuring.
- Changing the work schedule.
- Reassigning a newly disabled employee to a vacant position because they can no longer perform their old job.
- Changing tests and training materials.
- Changing company policies.
- Hiring a reader or interpreter.
- Permitting the use of accrued paid leave or providing additional unpaid leave for necessary treatment.
- Making employer-provided transportation accessible to individuals with disabilities, in cases where it is already being provided to all other employees.
- Providing reserved parking spaces.
- Sometimes offering personal assistance (i.e. offered from an outside agency free of charge or minimal assistance by another employee).