Accommodations: What Exactly Are They and How Do I Ask for Them?
written by Loren Pilcher
Thanks to the Americans with Disabilities Act (ADA), almost all businesses are required to provide “reasonable accommodations” for disabled employees and job candidates. An “accommodation” is simply any change to the way a job is done, any change to a work environment/schedule, or any changes to the hiring process. Under the ADA, accommodations are “reasonable” if they aren’t significantly expensive or difficult to put into place. Did you know, though, that the majority of accommodations cost nothing and the rest typically cost employers $500 or less?*
A lot of folks think of accommodations as installing a ramp, putting in an accessible front door, or other physical modifications to a workspace. However, there is a lot more to accommodations than just changing a building.
Here are some other examples of what an accommodation can look like:
Giving an employee with an intellectual disability information during training verbally instead of written because they prefer to learn that way.
Allowing an employee to have a flexible work schedule and allowing for remote work because of their chronic illness.
Changing parking assignments closer to a building for a person that can’t walk long distances.
Providing software or equipment that magnifies a computer screen so that a person with low vision can easily use it.
Providing a sign language interpreter for a Deaf employee at work trainings.
“Did you know, that the majority of accommodations cost nothing and the rest typically cost employers $500 or less?”
Asking for an accommodation is not a complicated process at all. In fact, it is an incredibly simple one. When asking for an accommodation, you don’t have to use fancy language and reference the ADA or any other law. You also don’t have to write up any type of “formal” request unless you want to keep a paper trail or if writing is your preferred communication method. You just have to let your employer know verbally that you need a change or adjustment because of a medical condition/disability.**
Here are some scenarios:
A person tells her supervisor, “I’m having some medical treatments done during the week and having trouble getting here at my usual start time.”
A new employee is a wheelchair user. On their first day, they notice that the bathroom stall that is supposed to be accessible is actually too narrow for their wheelchair. So, they inform their boss of this.
An employee tells his supervisor that he needs to wear ear defenders while in the office because the noise is overstimulating.
“Asking for an accommodation is not a complicated process at all. In fact, it is an incredibly simple one.”
In Conclusion
You do have to let your employer know that you have a disability when requesting an accommodation, but you don’t have to give them a lot of detail unless they ask for it. Please note that the ADA does give companies the right to ask for more medical information from a person requesting an accommodation. If you don’t provide the medical information, a company can use this as a reason to deny your request.***
To learn more about accessibility, your rights as a disabled employee, and accommodations, check out the Job Accommodation Network website: https://askjan.org/. Always remember: accessibility is a civil right! Never shy away from asking for an accommodation when you need one.
About the writer
Loren Pilcher is the chief operations officer for Sweet, a company for people with developmental disabilities in southern Indiana that provides positive behavior supports, music therapy, community supports, and recreational therapy. He has worked in the field of developmental disabilities in Indiana for close to 20 years, including serving as a direct support professional (DSP), director of supported living, and director of community supports. Loren also worked for the Bureau of Developmental Disabilities in Indiana for several years and performed clinical evaluations for Hoosiers with developmental disabilities in over 40 counties.
Loren Pilcher, Chief Operations Officer, Sweet Behavior
https://www.shrm.org/hr-today/news/hr-magazine/Documents/LowCostHighImpact.pdf*
https://askjan.org/publications/individuals/employee-guide.cfm**
Ibid.***