10/13/2022 – RE-PUBLISHED ARTICLE part 2 “National Disability Employment Awareness Month”

10/11/2021 “October National Disability Employment Awareness Month – Part 2”

By - Kaylee McGrath

In the spirit of the “National Disability Employment Awareness Month”, this week I would like to focus on various research I’ve been doing on a very important matter regarding “Reasonable Accommodations” under the Americans with Disabilities Act (ADA).

It was no huge surprise to me as indicated by the Centers for Disease Control and Prevention that one in four adults in the United States is living and functioning with a disability. Therefore, a large percentage of the current and future workforce may need some kind of accommodations to allow for rewarding employment and self-independence.

The Americans with Disabilities Act (ADA) protects people by enforcing companies to make “Reasonable Accommodations” to allow disabled employees to perform jobs that they are qualified for and can do. If a company has less than fifteen employees, they are exempt from this law requirement.

So, what is a “Reasonable Accommodation”? Simply, it is a change the employer can make to ensure that a qualified individual with a disability can perform the important functions of the job tasks, responsibilities, enjoy, and benefit by with equal employment opportunities that everyone should have.

These changes may involve a few modified accommodations listed below:

• Assistance in the initial application process

• The hiring processes and onboarding

• Assistance within the job function itself

• Altering how the job and tasks are done on an everyday basis

• The work environment

• Other communication formats (i.e. visual, hearing disabilities, or speech)

• Work scheduling/shifts

• Accessible Parking

• Wheelchair accommodations

• Lowering/raising of workstations

• Limitations of lifting over a certain number of pounds or the use of ladders, etc.

• Accommodation of additional breaks (as long as it does not interfere with the job itself or cause hardship to the company, or interference of other employees)

• Permitting Service Animals

• Purchasing of special software and furniture

Remember, individuals with a disability either visual or hidden are protected by the law! Everyone needs to know their rights either disabled or not disabled.

Source of Information - Various Google searches and Brochures provided by the State of New Jersey

Until next week, stay safe and well!