Workplace Accommodations

Accommodations in the workplace are reasonable adjustments to how someone performs work. According to the Job Accommodation Network, "job accommodations are modifications to the facility, changes in job process and assistive technology that allows a person to perform at the expected performance standards."

Accommodations are not needed by everyone. For those who need accommodation, the adjustments level the ’playing field’ and enhance the person’s ability. The employee may do the work tasks differently but with the same outcome. Most accommodations are very straightforward and easy to implement. According to the Job Accommodation Network, more than half of accommodations cost under $500; many cost nothing at all.

There are many types of accommodations. Examples include:

• Flexible work schedule
• Making existing facilities accessible to a person with a disability
• Modification of equipment and/or devices
• Installation of equipment and/or devices (voice input or speech recognition aids, TTY telephone service, computer screen magnifiers)
• Modification of applications, procedures and training materials
• Changing work locations
• Alternate methods of communication

JAN Network  

• A free consulting service that provides information about accommodations
• Find many ideas on how to accommodate individuals with disabilities
• The site is based in the US, be aware that legislation will differ

Job Accommodation Service, Canadian Council on Rehabilitation and Work (CCRW)

• The Job Accommodation Service (JAS) is a Canadian fee-based consulting service geared to employers to assist with all stages of accommodating an employee.

Employment Series for Persons with Disabilities: Tips for Employers. Alberta Human Resource and Employment 

There is a duty to accommodate under Human Rights Legislation which states an employer must make an effort to accommodate to the point of undue hardship. Both employees, employers and unions have responsibilities in the accommodation process.

Responsibilities of employee:

• Inform employer of needs and request accommodation
• Explain why accommodation is required as it relates to job duties
• Answer questions or provide information regarding relevant restrictions including information from health care professionals
• Participate in discussions during accommodation process
• Work with employer on an ongoing basis, offer and try proposed solutions
• Meet agreed-upon performance and job standards once accommodation
  is provided

Responsibilities of employer:

• Accept employee’s request for accommodation in good faith, unless legitimate reasons for acting otherwise
• Obtain expert opinion where necessary to help with process
• Ensure that alternative approaches and accommodation solutions are investigated
• Maintain confidentiality
• Grant accommodation requests in a timely manner and cover related costs

For further information on the duty to accommodate: Ontario Human Rights Commission.