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In December 1994 the Office of Disability Employment Policy's
Job
Accommodation Network (JAN) reported that 68% of job accommodations made
cost less than $500, and further, that employers report that for every dollar
spent on accommodations, the company received $28 in benefits.
Accommodations, which are modifications or alterations, often make
it possible for a qualified person with a disability to do the same job as
everyone else but in a slightly different way. Some accommodations are simple
adaptations; others require technically sophisticated equipment. The essential
functions of the job and the functional limitations of the individual are what
the employer and the employee want to match up.
An employer should analyze the job tasks, basic qualifications
needed to do those tasks, and the kinds of adjustments that can be made to
ensure that performance standards will be met. The way the worker does the job
is far less important than the outcome.
The following examples are a small sampling of real
situations that businesses have reported, along with the solutions used. What
is common to all these situations is that accommodations are always made on an
individual basis. To find solutions to your own situations, call JAN toll-free
at 1-800-526-7234.
Situation: A greenhouse worker
with mental retardation has difficulty staying on task and knowing when to take
breaks.
Solution: At no cost to the
employer, a job coach gave initial training. The worker then carried a tape
recorder that provided periodic reminders to stay on task and indicated break
time. The worker also carried a set of laminated cards which showed the basic
list of tasks to be completed. Cost: $50.
Situation: A radio
broadcaster/announcer who is blind needs to read the AP wire news desk
material.
Solution: The employer
connected a Braille printer to the incoming news service, and installed a
switch to move from regular printed material to Braille. Cost: $1,700.
Situation: An administrative
assistant in a social service agency has a psychiatric disability that causes
concentration and memory problems related to word processing, filing, and
telephone work.
Solution: Accommodations
included using soothing music in one earphone to block distractions and taped
instructions to augment written material. Cost: $150.
Situation: A police officer
has a learning disability that makes it difficult to take standard civil
service tests.
Solution: Officer was
permitted 50% more time to take the test and was allowed to use a dictionary
during the examination. Cost: $0.
Situation: A laboratory
technician has a permanent restriction on mobility of head and neck, and must
use a microscope on the job.
Solution: A periscope was
attached to the microscope so the worker does not need to lower her head and
bend her neck to perform the job. Cost: $2,400.
Situation: A chef who is
paraplegic needs a way to move around the various work stations in the kitchen.
Solution: The chef was
provided with a stand-up wheelchair that allowed flexibility and mobility,
thereby eliminating the need to change the worksite itself. Cost: Approximately
$3,000.
Situation: A highly skilled
electronics company technician who has AIDS was taking large amounts of annual
and sick leave.
Solution: The employer
provided a flexible work schedule and redistributed portions of the workload.
The company also instituted AIDS awareness training for employees. Cost:
$0.
Situation: A severe brain
injury has resulted in a computer programmer's inability to read past the
vertical midline of his computer screen, starting at the left side.
Solution: The employer
acquired a software package that has a feature for splitting the
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