Accommodating disabled workplace

The request should be in writing and should include the following: Step 2.Engage in an interactive dialogue: The employee should engage in an interactive dialogue with the supervisor and/or Human Resources professional about the specific impact of the condition on job performance and to determine a reasonable accommodation.A disability can be either permanent (for example, a hearing or mobility impairment) or temporary (for example, a treatable illness or temporary impairment that is the result of an accident).

Group A included impairments deemed by Corrigan et al.

A reasonable accommodation is any modification or adjustment to the application or hiring process, to the job, an employment practice, or the work environment that allows a qualified individual with a disability to perform the essential functions of the job.

Essential functions are job duties that are fundamental to the position, as opposed to marginal or occasional duties that may be performed by the worker.

If there is a delay in processing the request, the individual with the disability should be notified in writing and informed of the date on which the supervisor/Human Resources professional expects the process to be completed. Initiating a Request: The employee is responsible for requesting a workplace accommodation for a disability.

The request should be made to either the employee’s supervisor or Human Resources professional.