LESSON #3: PROVIDING REASONABLE JOB ACCOMMODATIONS
In Lesson #1 and #2 we learned about the ADA generally and its employment provisions specifically. In this lesson we will focus further on providing job accommodations and supports and apply what you have learned to a process of determining reasonable accommodations. This lesson will:
- Discuss the key principles related to providing reasonable job accommodations and provide you with a framework to apply these principles
- Provide you with an opportunity to practice and apply these principles
Initial Thoughts:
Have you ever needed an accommodation or support to do a part of your job? Think of a time that your employer worked with you to figure out how to make your job a good fit for your strengths and skills.
All employees need the right support, equipment, and work environment to effectively perform their jobs. Employers accommodate workers everyday in order to build a loyal, dedicated and productive workforce. A few examples include:
- Flexible work schedules for parents with child care needs;
- Headsets for people who answer phones;
- Ergonomic chairs to alleviate back pain; and
- Telecommuting to reduce stress or accommodate an employee's needs.
Similarly, individuals with disabilities may need workplace adjustments—or accommodations—to maximize the value they can add to their employer. Let's start with how reasonable accommodations work from the beginning-- the interview. However, although we focus on the interview process, employers should remember that many people with disabilities are already on the job and may need accommodations at any point during employment.
Interviewing Do's And Don'ts:
Let's review what an employer can and cannot ask during an interview according to the ADA. First let's look at what questions an interviewer may ask.
Disability Related Inquires: An Interviewer May Ask Questions About:
- An applicant's ability to perform job related duties (e.g., Please look at the attached job description. Can you perform these tasks with or without an accommodation?)
- An applicant's previous job experience (e.g., What were your responsibilities at your previous place of employment?)
- Skills required to perform the job (e.g., Tell me about your skills and how they will allow you to perform this job.)
- Educational background (e.g., Where did you attend school? What did you study?)
On the other hand, the ADA stipulates that you cannot ask disability-related questions before a conditional offer of employment. Keep the focus on the job and the requirements for the job. Generally, these questions can be asked post-offer and before employment begins, as long as they are asked of all applicants. Also, universal policies prohibiting current illegal drug use, drinking alcohol on the job, or administration of drug tests are permissible.
So based upon information provided, let's look at a few sample interview questions. For each pair of questions select the one that you CAN ask an applicant during an interview.
Question #1.
Question #2.
Question #3.
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This training was made possible through a grant from the Missouri Planning Council for Developmental Disabilities (www.mpcdd.com) and developed by the University of Missouri-Kansas City Institute for Human Development (www.ihd.umkc.edu)