XII. Reasonable Accommodations

B. Reasonable Accommodations Not Required

1. If an employer is unaware of the need.

2. If providing the accommodation would cause undue hardship.

3. Employers are free to choose accommodations and can provide those less expensive or easier to obtain.

C. Average Cost for Employers to Accommodate Persons with Disabilities

31% No Cost
19% $501 - $1000
19% $1 - $50
11% $1001 - 5000
19% $51 - $500
1 % More than $5000

D. How do I determine what a Reasonable Accommodation should be?

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.

E. Guiding Principles for Providing Reasonable Accommodations

• 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 individualšs desire for confidentiality is respected.

F. The Reasonable Accommodation Process

Scenario: A sack handler position requires an employee to pick up a 50-pound sacks and carry them from the loading dock to the storage room. A sack handler impaired by a back injury requests a reasonable accommodation.

Steps: Analyze the particular job in question and determine its purpose and essential functions.

1. Methods of Accommodation

A. Consult with the employee with a disability to:

B. In consultation with the employee:

1. Identify and investigate potential accommodations;
2. Determine feasibility; and
3. Assess the effectiveness each would have in enabling the individual to perform the essential functions of the position.

C. Give primary consideration to the preference of the individual:

1. Select and implement the accommodation that would be most effective.
2. Monitor its progress.

2. Reasonable Accommodation Options

1. Making existing facilities readily accessible.
2. Acquiring new equipment.
3. Modifying existing equipment.
4. Job restructuring.
5. Changing the work schedule.
6. Reassigning a newly disabled employee to a vacant position because they can no longer perform their old job.
7. Changing tests and training materials.
8. Changing company policies.
9. Hiring a reader or interpreter.
10. Permitting the use of accrued paid leave or providing additional unpaid leave for necessary treatment.
11. Making employer-provided transportation accessible to individuals with disabilities, in cases where it is already being provided to all other employees.
12. Providing reserved parking spaces.
13. Sometimes offering personal assistance (i.e. offered from an outside agency free of charge or minimal assistance by another employee).

G. Undue Hardship

The following is a list of factors to help determine if the requested accommodation would pose an undue hardship on the organization.

1. The nature and net cost of the accommodation.
2. The overall financial resources of the facility, the number of persons employed, and the effect on expenses and resources.
3. The overall financial resources of the employer, the size of the business, number of employees and the number, type, and location of facilities.
4. The type of operations of the employer.
5. The impact of the accommodation on the operation of the facility, including the impact on the ability of other employees to perform their duties and on the ability to conduct business.

H. Examples of Disabilities, Possible Access Issues, & Accommodations

Disability	Possible Access			Possible Solutions
Blind & vision Impaired (include not only those who are totally blind, but also those with limited vision	Path of travel Displays of information Controls with written directions Elevators operating buttons Completion of written forms			"Talking" computers, calculators Labeling in Braille Respond to questions orally Air radio announcements Avoid clutter in passageways Use writing, drawing, optical aids (e.g. magnifiers)
Deaf & Hearing Impaired (including not only those persons who are totally deaf, but also those with limited hearing)	Information obtained through: 1. Telephones 2. Warning devices(e.g., fire alarms, public address systems) 3. Equipment operating noises			Use of amplification devices Installations of TDD Publication of written announcements Allow mail-in-procedures to be used Policy accommodating lip readers Use visual cues for signage
Psychological Disabilities	Difficulty understanding: 1. Signs 2. Controls 3. Operating instructions 4. Directions			Willingness of someone to assist and/or answer questions and provide directions
Difficulty with Upper Body Movement (including not only those persons who have limited use of arms, shoulder; persons who use wheelchairs or crutches; people of short stature; those who cannot perform certain hand movements, or have difficulty controlling movement)	Difficulty operating (or locating or reaching) certain hardware: 1. Hand controls on doors 2. Toilet room fixtures 3. Water fountains 4. Telephones 5. Vending machines 6. Light fixtures			Relocating a program or service to accessible area Use of adaptive equipment or modification of present hardware
Mobility Impairments (including those persons having difficulties, stamina limitations, as well as those who use wheelchairs and crutches	No grasp bars. handrails, other supports No designated parking spaces for disabled people Distance from parking, public transportation stops Route of travel 1. Curbs, walks, unleveled surfaces 2. Carpeting, Textured title supports Entrances and doors Restrooms, phones, water fountains Location of controls, general hardware			Replace existing hardware, equipment Make necessary structural changes to eliminate barriers; 1. Install ramps 2. Widen doorways