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If It Does Not Fit. You Must Acquit: Assigning Effective Reasonable Accommodations to Employees with Disabilities ___________________________________. Donna R. Walton, Ed.D . Baltimore Federal Executive Board EEO Diversity & Inclusion and Disability Awareness Glen Burnie, MD June 18, 2014.
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If It Does Not Fit. You Must Acquit: Assigning Effective Reasonable Accommodations to Employees with Disabilities___________________________________ Donna R. Walton, Ed.D. Baltimore Federal Executive Board EEO Diversity & Inclusion and Disability Awareness Glen Burnie, MD June 18, 2014
An Reasonable Accommodation is… • Any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability. • Can cover most things that enable an individual to apply for a job, perform a job, or have equal access to the workplace and employee benefits such as kitchens, parking lots, and office events.
Reasonable Accommodation Does NOT Include: • Removal of an essential job function • Personal use items such as a hearing aid, • Lowering performance standards • Creating a job
Common types of accommodations include: • Modifying work schedules or supervisory methods • Granting breaks or providing leave • Altering how or when job duties are performed • Removing and/or substituting a marginal function • Moving to different office space • Providing telework beyond that provided by the collective bargaining agreement or the
New Definition of Disability • Remains the same: • An individual who: • has a physical or mental impairment which substantially limits one or more major life activities; • has a record of such an impairment; or • is regarded as having such an impairment. • Substantially Limits – Will Not Be As High a Standard
Employers.. • Can choose among effective accommodation options • Do not have to provide accommodations that pose an undue hardship • Do not have to provide personal use items needed in accomplishing daily activities both on and off the job • Do not have to make an accommodation for an individual who is not otherwise qualified for a position • Do not have to remove essential functions, create new jobs, or lower production standards
Review•An applicant with a disability needs an accommodation to have an equal opportunity to compete for a job; • An employee with a disability needs an accommodation to perform the essential functions of the job or to gain access to the workplace; and • An employee with a disability needs an accommodation to enjoy equal access to benefits and privileges of employment (e.g., details, trainings, office-sponsored events).
Contact Dr. Donna R. Walton, Ed.D. Disability Program Manager Equal Employment Opportunity Commission donna.walton@eeoc.gov 202-663-4339