Some organizations have developed checklists to help employers assess their ability to provide accommodations to employees and customers. Listed below are examples of checklists that employers can refer to as they develop checklists for their organizations.
The Renton, Washington office of the Federal Aviation Administration (FAA), a division of the United States Department of Transportation, is working to increase the employment of people with disabilities in their organization. The FAA Renton Office has restructured one employee's job duties to create the position of Program Manager for People with Disabilities.
Students with disabilities have unique needs as they pursue work-based learning. DO-IT projects utilize research findings to tailor services when providing work-based learning experiences to students with disabilities. Project staff regularly review academic journals to identify attributes of service delivery that improve outcomes for both high school and postsecondary students. By utilizing research findings, AccessCAREERS staff increase their ability to effectively serve students.
The following article appeared in the Chicago Tribune, Chicago, IL, April 9, 2006, and was distributed by the Great Lakes ADA Center.
Chicago Tribune (Chicago, IL)
April 9, 2006
BY CARRIE MASON-DRAFFEN
Columnist for Newsday, a Tribune Co. newspaper.
Q. Can an employer legally ask an applicant about current illnesses? And how much does the applicant have to reveal?
In DO-IT projects such as AccessComputing and AccessSTEM, project staff developed an easy-to-use document called Preparing for Success with Work-Based Learning Experiences. This "work-based learning menu" was developed to be a useful, non-threatening tool in securing employer support for work-based learning offerings to students with disabilities.
Employers should have the same general safety concerns for employees with and without disabilities. Since safety considerations in the workplace can be affected by an employee's accommodation needs, an employer must evaluate their safety policies carefully. For instance, someone who is deaf may not hear alarms, one who is totally blind may not be able to perceive flashing lights, and some individuals with mobility impairments cannot use stairs when elevators are out of service.
Students with disabilities may use any tool for finding a job that other students can use. For example, placement services through a student's college should be equipped to assist students with disabilities rather than referring them back to the disabled student services office.
There are also tools designed specifically for job seekers with disabilities. In addition to job placement services provided through state rehabilitation programs, there are, for example:
Whether or not to disclose a disability prior to a job offer is the subject of much debate. The applicant must consider both the necessity of the disclosure and the likely impact on the employer's attitude. The decision is the individual's to make.
ENTRY POINT!, directed by the American Association for the Advancement of Science (AAAS), is a summer internship program for college students with disabilities. This competitive program places students in internships at NASA, IBM, the National Science Foundation, JPMorgan Chase, the National Institutes of Health, and Texas Instruments. To qualify for an ENTRY POINT!
High-tech accommodations tend to make the news more often than less technical ones, but most accommodations are low-tech solutions and may involve minor modifications in policy or practice. Depending on specific needs, an employee with a disability may require an accommodation that is as simple as making sure file boxes are not left in aisles. Low-tech accommodations utilize simple technology or no technology at all. Examples of low-tech accommodations include