How to Get Reasonable Accommodations

There are a lot of folks with disabilities looking for work and are concerned about getting the “reasonable accommodations” they need in the work setting. I did some research on reasonable accommodations and decided to further clarify the matter by talking to folks who do a lot of interviewing.

Reasonable Accommodations Defined

Let’s start by defining "reasonable accommodation". The Americans with Disabilities Act (ADA) defines reasonable accommodation as a workplace modification so the individual with a disability can apply for a job, perform the essential functions of the job, and enjoy the job benefits. An employer doesn’t need to provide a reasonable accommodation that causes an “undue hardship.”

The ADA requires employers to provide a reasonable accommodation at the request of the person with a disability. That accommodation could be a modification to the work environment or to the way an essential job function is performed, or a piece of assistive technology or an assistive technology service such as an interpreter or driver. Keep in mind that the accommodation should not place a substantial burden (either financial, logistically, etc.) on the employer.

The ADA does not require an employer to reasonably accommodate an employee who does not make her or his disability known to the employer, and unless it is obvious, the employer may legally require documented proof of a disability before accommodating it.

Practical Applications

Well, I don’t know about you but I’m glad we got that out of the way. We need to know the law (ADA), which we can easily find on the net, now let’s understand its practical application, when we (people with disabilities) need to address it.

If the job application process prevents us, due to our disability, from applying for a job, then we need to assert our rights and demand it then. Most likely though, we will mention reasonable accommodations during the interview so I decided to focus on both pre-employment and reasonable accommodations. Many people with disabilities don’t require reasonable accommodations. Those that do shouldn’t hesitate to ask for them in the interview. If the employer doesn’t want to provide it, then regardless of the ADA, you probably don’t want to work for him/her anyway.

During the Interview

I talked with Andy Winnegar, Deputy Director, of the New Mexico Division of Vocational Rehabilitation. I asked Andy what he wanted to see or hear from a person with a disability being interviewed for a job.

Andy told me, “the employer is interested in your communication, eye contact, dress, are you serious about the job or just exploring, will you fit into the organization? If a person has an obvious disability, I would be interested in the applicant providing some self-disclosure of disability-related accommodations during the interview. If I was told I will have trouble traveling because of my disability, I would want some ideas on how to meet the person's accommodation needs. The applicant must provide a strong statement that the essential functions of the job can be accomplished with the necessary reasonable accommodations.”

When asked what would someone in an interview say to make you want to hire them, Andy said that they were ready for the job, understood the job, and had the skills for the job.

I asked Andy for suggestions for persons with disabilities looking to get their first job. He replied, “Be honest, self disclose your disability and any accommodation needs, provide realistic ideas on how to meet accommodation needs in the least costly manner, take responsibility for getting to work, learning the job, doing what is needed. Ask for a chance, there may be many other qualified applicants, but if given a chance you will be a great employee. Know the job you are applying for, understand the company before you interview, google information (the folks at Google told us Google is a noun, not a verb, but I think we all know what we mean here), pickup a telephone book and look at similar companies, pick up company literature.

I asked Andy how and when should a person tell the employer they need assistive technology equipment or service to do the job. His response, “Right away even if you have a hidden disability let your employer know as soon as possible and provide solutions that are reasonable.” As an example, in an interview I would say, “I understand this job requires a lot of computer work. I am very computer literate but will need you, the employer, to provide a trackball, which usually costs about $100. Further, I understand this job requires driving. I don’t drive but do have a lift equipped van. If you will pay for the driver, I will find and hire one.”

Mary Modrow with the Navigator program in New Mexico shared this advice for applicants with learning disabilities:

• Disclose your disability before it starts hurting your performance
• Present your need in a specific and positive way
• Ask for the simplest and cheapest accommodations that will work
• Give examples of your past successes while receiving accommodations

Remember, an employer can’t refuse to hire you based on your reasonable accommodation needs. They can refuse to hire you if your needs are beyond “reasonable”. It may be unreasonable to request a “mom and pop” shop to provide thousands of dollars of assistive technology but that same request may not be unreasonable if made to the federal government.

For other suggestions on interview “Do's and Don’ts”, the most efficient way to find them may be to google them. You may want to check United Personnel Services Inc, at http://www.unitedpersonnel.com/interviewdo-dont.html.

You can also google Resume Do’s and Don’ts though Andy suggested avoid spelling and grammatical mistakes and long gaps between employment without explanations. For a person with limited job experience, on a resume he would look for references, volunteer or educational experiences.

Resources

The Win-Win Approach to Reasonable Accommodations Enhancing Productivity on Your Job brochure from the National MS Society and Job Accommodations Network (JAN)'s Employees' Practical Guide to Requesting and Negotiating Reasonable Accommodations Under the Americans with Disabilities Act (ADA).

You can also go to the source and read the information provided by the Federal Equal Employment Opportunity Commission (EEOC) http://www.eeoc.gov/policy/docs/accommodation.html and Disabilityinfo.gov

Mary Modrow with the Navigator program shared this Wall Street Journal article on adults with learning disabilities and accommodations.

About the author

Gene Rodgers Photo Gene Rodgers has been a quadriplegic since age 17. Since then he has earned several college degrees, worked in several states, earned a Switzer Fellowship, and now works as a private contractor.

Do you have a question about employment and disability? Send your question to grodgers@austin.rr.com and put “DLRP JOBS” in the subject line.