United States Department of Labor

Job Accommodation Network (JAN)

To develop and influence disability employment-related policies and practices, ODEP sponsors four research and technical assistance resources. One of these is the Job Accommodation Network (JAN) — the leading source of free, expert and confidential guidance on workplace accommodations and disability employment issues.

Recent JAN activities and areas of focus include:

• Job Accommodation Network Announces Its 2011/2012 Free Webcast Series Schedule
  These live, in-service trainings will educate human resources staff, managers, and other employees on disability etiquette, assistive technologies, management techniques, and the latest on accommodations and the employment provisions of the Americans with Disabilities Act (ADA)
• SNAP! Your Website Into Shape
  Learn practical tips for making sure your Website is accessible by following JAN's SNAP Process: 1) Select your team, 2) No is not an answer, 3) Accept challenges and 4) Prioritize accessibility first. Work through the most common website accessibility issues and learn how to manage those high priority accessibility barriers with Tips for Designing Accessible Websites Including Self-Assessment SNAP Tool.
• Workplace Accommodations: Low Cost, High Impact
  The Americans with Disabilities Act (ADA) Amendments Act and newly released regulations from the Equal Employment Opportunity Commission refocused attention on workplace accommodations by broadening the definition of disability; more coverage means more employees will likely be entitled to workplace accommodations. This increased attention has some employers concerned about the costs of providing job accommodations. However, a study conducted by JAN shows that workplace accommodations not only are low cost, but also positively impact the workplace in many ways.
• JAN Fact Sheet on the Interactive Process for the Federal Sector
  The Rehabilitation Act of 1973 requires the Federal sector to provide effective, reasonable accommodations for employees with disabilities. To help in doing so, the Equal Employment Opportunity Commission (EEOC) recommends that agencies use an "interactive process" — which simply means that employers and employees work together. Understanding this process is essential for Federal agencies to comply with Executive Order 13548.
• JAN Fact Sheet on the Interactive Process
  According to the Equal Employment Opportunity Commission (EEOC), the interactive process is not necessarily required under the Americans with Disabilities Act (ADA), but from a legal standpoint, going through such a process is a way for employers to show that they are making a good faith effort to comply with the law. And from a practical standpoint, it is a way to streamline the process and ensure effective accommodations are provided.