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Job Accommodation

The art and science of treating people differently as a means to treat them equally

Overview

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What is accommodation planning?

People with injuries or disabilities can perform essential job duties once they have been accommodated. Employment accommodation is the process of tailoring work to meet the needs of an individual. It is an ongoing process of identifying and removing — or minimizing — the adverse effects of barriers in the work environment and in the methods of doing work. These barriers prevent an otherwise qualified person with a disability from achieving the expected outcomes of the job.

The cost of accommodation

Accommodation is seldom expensive or difficult. Over two-thirds of job accommodations cost under $500; many cost nothing at all. Only 5% of accommodations cost over $5000.

Even when an accommodation is costly, there are also significant benefits. See this article about the costs and benefits of workplace accommodations.

The ADAPTABLE approach

We promote the ADAPTABLE approach. ADAPTABLE is a creative and practical approach to accommodation planning that enhances the employee's productivity, comfort, and occupational health and safety while respecting his or her privacy, autonomy and dignity.

"Adaptable Chests" is an acronym for fifteen different accommodation strategies:

Key to the success of the approach is the fact that the employee is centrally involved. We develop, in collaboration with the employee, a comprehensive workplace accommodation plan that makes sense to the employee; implement the plan; and support the employee during all stages of the accommodation process. The accommodations are drawn from many of the fourteen accommodation categories.

The ADAPTABLE approach is described in several articles by Alan Cantor. See, for example, Disability in the Workplace: Effective and Cost-effective Accommodation Planning.

Stages of an accommodation

The employment accommodation process generally progresses through seven stages:

1. Disclosure

The first stage in the employment accommodation process is "disclosure." The act of disclosing a disability creates the need for the accommodation, and sets the process in motion.

2. Assessment/Needs identification

Crucial to the success of any accommodation is a thorough, on-site assessment. Elements of the assessment include:

• Meeting the employee to discuss job duties, functional abilities and current accommodations.
• Meeting the supervisor to determine performance expectations for the employee.
• Reviewing the employee's job description.
• Assessing the employee's work habits, work station set-up, and work environment, attending to factors such as the demands of the job, the pace of work and the culture of the workplace.

3. Research/Equipment trials

During this phase various accommodation options are considered. Using the ADAPTABLE categories as a guide, collaborate with the employee to generate a list of possible accommodations. Special equipment, assistive devices, and modified work station components are evaluated under actual working conditions whenever possible.

4. Recommendations

The employer and employee agree on an accommodation plan, and a written report is prepared. Write for a sample report.

5. Undue hardship test

Federal, provincial and territorial Human Right laws have established the test of undue hardship to guarantee that essential job duties are accommodated. The test of undue hardship specifies the extent to which various parties are responsible forensuring that employees are accommodated. The main criteria for assessing "undue hardship" are cost, including outside sources of funding; and health and safety factors.

6. Implementation

The accommodation plan is set in motion. Although management is legally responsible for providing the accommodations, implementing the plan may require the cooperation of others. For example, if the plan calls for job sharing, include the union and co-workers in the negotiations. If the plan includes computer-based assistive devices, consult IT personnel. If the plan calls for new equipment, confer with purchasing staff.

Training, coaching and support are key to a successful accommodation. We develop a training program tailored to the individual and tutor the employee (or arrange for training).

7. Follow-up, review and adjustment

The last stage is regular review of the accommodations. Follow-up ensures that the employee's needs are being met and that any problems that arise out of the accommodations are addressed. Review and adjustment may lead back to the Assessment stage or Equipment trials. If new accommodation needs are identified, it may be necessary to revise the original plan.

Sample accommodation reports

Please write for a sample report. Reports for employees and university students with a variety of disabilities are available on request.

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