Accommodating employees with disabilities
In fact, some employers might not know how to properly accommodate a disabled employee; this can be detrimental to all parties involved.
Only ten percent of small employers even know that there is a one in three likelihood of a worker between the ages of 35 and 65 suffering a serious disability, according to a 2002 study by the American Council of Life Insurers.
In 1994 the Job Accommodation Network (JAN) published data demonstrating that the majority of workplace accommodations cost less than US0. JAN reports the median cost of accommodating an employee is about US0. The National Council on Disability (NCD) Bulletin of April 1996 notes that accommodating a worker at Sears, Roebuck and Company averages .
Keep the conversation to the whats and whens: What can/can’t the person do, what do they need, and what is the duration of the restrictions or limitations?
Don’t ask for details you don’t need to help them, such as what disease or condition caused their impairment, what treatment they are receiving, or if they’re taking their medications.
If the individual volunteers information or asks for advice, it’s okay to engage them, but don’t go there without an invitation.
When working out reasonable accommodations, consider: In a survey of 781 employers who made accommodations for disabled employees, the Job Accommodation Network found that 59% paid nothing for the accommodation, and of those who did have to spend, the median cost for the accommodation was 0.
Despite the fact that job accommodations, in general, are reasonably priced, many employers overestimate the cost, assuming that people with disabilities depend on expensive and exotic technical aids.