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For example, an employer might lower the height of a desktop to accommodate a worker in a wheelchair; provide TDD telephone equipment for a worker whose hearing is impaired; or provide a quiet, distraction-free workspace for a worker with attention deficit disorder.
It is your employee's responsibility to inform you of the disability and request a reasonable accommodation -- you are not legally required to guess at what might help the employee do his or her job.
The main federal law is called the Americans With Disabilities Act (ADA), and it and similar state laws have changed the face of the American workforce by prohibiting discrimination against people with disabilities and by requiring employers to accommodate the disabilities of employees -- and applicants -- when possible.
For many small to midsize businesses, having an employee suddenly become disabled (because of an accident or an illness) can be somewhat daunting if it’s a new experience for the employer.If the employer isn't prepared to accommodate a disabled employee in their business, they might not have the tools in place necessary to welcome and accommodate the disabled employee when such an illness occurs.As an accommodations specialist at Assurant Employee Benefits, a small to midsize business employee benefits expert, I've created some tips for working with employees who have disabling illnesses or injuries.The SDS requests that students submit their letters as soon as they register for a class and within the first week of class. Include a Disability Statement on Your Syllabus Include a statement on your syllabus asking students to provide you with their Accommodation Determination Letter to ensure that those needs are met in a timely manner.SDS recommends instructors announce the statement during the first week of class.