Most situations are going to be different and therefore will require some creative thought and input from the individuals involved (employee, supervisor, human resource staff, etc.).

Resources exist to assist in modifying, adapting, and providing accessibility to your office or plant for both the newly hired or newly disabled employee. Some of these are provided at no cost.

The President's Committee on Employment of People with Disabilities' Job Accommodations Network (JAN) offers toll-free consultation. They can be reached at: (800)JAN 7234 (Voice/TDD - except West Virginia); (800) 526-4698 (Voice/TDD - West Virginia only); (800) 526-2262 (Voice/TDD - Canada); (800)ADA-WORK (Voice/TDD - ADA Information).

Additional resources are available at the state and local level. State Vocational Rehabilitation agencies are often a good source. Also, check with your State Governor's Committee or Local Mayor's Committee on employment of people with disabilities for local resources.

• Reasonable accommodations should be provided in a manner that does not stigmatize or disempower the individual.

• The employer should start with a mind set that recognizes the individual's strengths and potential contributions to the organization, respects the person as an individual, and exhibits a willingness to engage in joint problem solving.

• The individual should be involved in all decision making about his or her position, including developing the job description and identifying reasonable accommodations, which should be updated periodically to meet the individualšs changing needs.

• All reasonable accommodations should be voluntary.

• An environment should be provided in which disabilities and reasonable accommodations are accepted, disclosure is not punished, and an individual's desire for confidentiality is respected.