Are You An Employer Interested in Disability Employment Solutions?

 

 

What is JAN?

 

The Job Accommodations Network, or JAN, is a free online service of the U.S. Department of Labor that helps employers and the community in general to recognize and appreciate the talents and contributions that individuals with disabilities bring to the workplace. JAN offers guidance and technical assistance to employers, individuals with disabilities, and professionals/service providers on the Americans with Disabilities Act (ADA), reasonable accommodations, and everything else  pertaining  to  disability  employment.  JAN’s  full  resources  can  be found on

 www.askjan.org.

Reasonable Accommodations: Scenarios and Solutions

 

If you don’t quite have enough time on your hands right now to peruse JAN’s comprehensive website but are interested in learning about some suggested solutions to actual scenarios that employers have brought to JAN’s attention, then this resource was designed with you in mind. Below are some examples by type of disability.

Intellectual Disability:

 

A store clerk with an intellectual disability had limited reading skills, making it difficult to return items to the shelf. JAN recommended making picture labels for cases that matched shelf display boxes. This allowed the employee to match pictures, not words, when returning items to the shelf.

Learning Disability:

 

An employee who had expressive language disorder had difficulty communicating with the supervisor. This employee preferred to read communication, then respond in writing. The supervisor adjusted the method of supervision, whereby communication with this employee occurred through email instead of face to face.

 

Depression:

 

An employee returning to work after a stroke was dealing with depression. As a result, the employee’s performance was impaired and the previous supervisory method was no longer effective. The supervisor agreed to meet with the employee weekly to discuss performance and conduct issues that were becoming problematic, as well as put accommodations into place. Among the accommodations: a flexible schedule for health care appointments, a diagram to help with the flow of duties, templates to assist in report writing, and a move to an area with more natural lighting.

Diabetes:

 

A cafeteria worker with diabetes had difficulty standing in one place for long periods of time. Accommodations included anti-fatigue mats, sit/stand/lean stool, and flexible rest breaks.

Respiratory Impairment:

 

A hospital worker with COPD had difficulty walking from the employee lot to the work-site. The parking lot was very large and employees parked on a first-come, first-serve basis. JAN suggested providing a reserved parking space close to the work-site.

Attention Deficit Hyperactivity Disorder:

 

A delivery person with ADHD had difficulty with time management. She spent excessive time making deliveries and would forget to return to the warehouse between daily runs. The employer provided a personal organizer watch that could be programmed to beep and display a written message many times throughout the day. This auditory and written prompt helped the employee move quicker from task to task, and helped remind her to return to the warehouse to gather her next load.

Schizophrenia:

 

Shirley, a clerical employee with schizophrenia who sat in the middle of a rather large office, was in constant turmoil because she believed her coworkers were plotting behind her back. Although the employer could find no evidence to support this claim, it was very real to Shirley. She was having difficulty functioning as the office centerpiece. The employer could get no medical information because Shirley didn’t believe she had a disability or medical condition, nor did she feel that she had any issues. The employer moved Shirley to a location on the outside perimeter of the large circular office area where she could have her back to the wall and face the other employees. This helped Shirley tremendously in getting her work completed.

 

Autism Spectrum Disorder:

 

A new hire at a fast food restaurant is on the autism spectrum. He completed his new job tasks quickly and efficiently but then remained idle until someone told him the next task to perform. The manager complained that the employee “just stands around” and “looks bored.” JAN suggested the use of a job coach to help learn the job and how to stay occupied during down time. JAN also suggested using a pocket-sized flowchart of work tasks that can be done when the employee is at a standstill.

Epilepsy/Seizure Disorder:

 

An educational consultant with epilepsy had driving restrictions. JAN suggested allowing another team member to drive to site-visit locations and telework whereby she could communicate via e-mail and submit paperwork electronically.

Brain Injury:

 

A therapist who had short-term memory deficits had difficulty writing case notes from counseling sessions. Accommodation suggestions included: allowing the therapist to tape record sessions and replay them before dictating notes, scheduling 15 minutes at the end of each session to write up hand written notes, and scheduling fewer counseling sessions per day.

Cancer:

 

A customer service representative recovering from colon cancer had a colostomy bag, which often smelled of feces. When confronted about this problem, the employee said she had been embarrassed about cleaning the bag in the employee restroom so she had not been cleaning it enough. She was provided with a private area to clean her bag.

Paraplegia:

 

A florist with paraplegia needed a table top that permitted her wheelchair to fit under. The employer purchased her an accessible workstation which enabled her to arrange flowers efficiently.

Heart Condition:

 

A supervisor with heart disease was limited in the level of physical activity he could exert. The individual was relieved of marginal functions involving manual labor.

 

Notes:

• Above are real-life scenarios and solutions made by JAN
• Accommodations are on a case by case basis and may not be effective for every
• Aside from the scenarios and solutions, JAN also provides information about:
  • Conditions and the ADA,
  • Questions that might be considered,
  • Key accommodations, and
  • Accommodations ideas

JAN Contact Information:

• askjan.org
• (800) 526-7234 (Voice)
• (877) 781-9403 (TTY)

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