“Current Events” in Accommodation
Linda Carter Batiste, J.D., Principal Consultant
Beth Loy, Ph.D., Principal Consultant
JAN is a service of the U.S. Department of Labor’s
Office of Disability Employment Policy.
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From JAN: Numbers
 53,000+ contacts per year
 50% electronic
 5 million+ Webpage requests per year
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From JAN: Training Modules
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All About JAN: English and Spanish
ADA Amendments Act
The Interactive Process
Assistive Technology in the Workplace
Ergonomics in the Workplace
Providing Reasonable Accommodations to Employees
with Post-Traumatic Stress Disorder (PTSD)
 Bridging the Gap across Transition
 Accommodations for Brain Injury in the Workplace
AskJAN.org/training/library.htm
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From JAN: Webcast Archives
 Monthly Series
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Accommodations for Healthcare Workers
Mentoring
Pregnancy in the Workplace
ADA Case Update
Stay at Work/Return to Work
Drugs and Alcohol in the Workplace
Time/Attendance/and Leave
AskJAN.org/webcast/archive/
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From JAN: What’s New?
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ENews Articles
“by Limitation” Section
JAN Blog
Publications
subscribe@askjan.org
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From ODEP
 Stay at Work/Return to Work Page
 PEAT Talks
www.dol.gov/odep/return-to-work/
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Stay Tuned @
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Costs / Benefits:
4 Surveys
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Employer
Professional
Self / Individual
Self-Employment
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Employer Follow-up Study
 1,182 employers interviewed between January, 2004,
and December, 2006
 1,090 employers interviewed between June 28, 2008,
and July 31, 2015
Total of 2,272 Employers
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Finding: Employers want to provide
accommodations so they can retain valued
and qualified employees.
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Results
 Of the employers who called JAN for accommodation
information and solutions, most were doing so to
retain or promote (83%) a current employee.
 On average (including those persons who had just
been given a job offer or who were newly hired), the
employees had been with the company about seven
years, with an average wage of about $14 for those
paid by the hour, or an average annual salary of about
$51,500.
 In addition, the individuals tended to be fairly welleducated, with 54% having a college degree or
higher.
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Situation: An insurance claims adjustor with cancer had
difficulty concentrating, dealing with fatigue, and
remembering tasks. The employee’s physician stated that
these limitations were due to her chemotherapy and
medication, which resulted in her needing help focusing.
Solution: The employer reduced auditory and visual
distractions by moving the employee to a quieter area.
Reported Benefit: By making this accommodation the
employee was able to meet/exceed production goals and
have better focus. The employer benefitted from having a
more satisfied employee and increased productivity.
Reported Cost: $0.
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Finding: Most employers report no cost or low
cost for accommodating employees with
disabilities.
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Results
 Over half of accommodations (58%) were made
at no cost.
 Of the 37% who experienced a one-time cost to
make an accommodation, the typical cost of
accommodating an employee was $500.
 Only 24 (4%) said the accommodation resulted in
an ongoing, annual cost to the company and 9
(1%) said the accommodation required a
combination of one-time and annual costs.
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Situation: A greeter with a speech impairment was having
difficulty greeting customers and asking questions when
necessary.
Solution: As a reasonable accommodation, the employer
purchased a voice recorder.
Reported Benefit: The employee was very happy with the
accommodation, stating that it reduced her stress.
Reported Cost: $250.
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Finding: Employers report accommodations are
effective.
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Results
 Of those responding, 74% reported the
accommodations were either very effective or
extremely effective.
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Situation: A computer technician with hearing loss had
difficulty hearing and communicating with employees.
Solution: As a reasonable accommodation, the employer
purchased a communication device (including microphone)
and tablet that transcribed utterances of co-workers and
allowed the use of a speech generating device when
needed.
Reported Benefit: The employer reported that the
employee can now communicate more effectively.
Reported Cost: $3,000
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The study results consistently showed that the
benefits employers receive from making
workplace accommodations far outweigh the
low cost.
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Stay Tuned @
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/costs.htm
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Legal: Americans with Disabilities Act
 Reassignment
 Sample Forms
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Legal: Americans with Disabilities Act
 Reassignment
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Accommodation of Last Resort
Promoting When Reassigning
Making Employees Do Their Own Job Searches
Reassignment Within A Seniority System
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Legal: Americans with Disabilities Act
 Sample Forms
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No specific forms are required
Medical inquiries must be limited
Forms should be customized
Only necessary information should be gathered
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Stay Tuned @
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Hearing Aid: http://www.thinklabs.com
 One Digital Stethoscope
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Fine Motor Device: http://www.handizap.com
 Sixth Digit
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Vision Aid: http://www.eschenbachsehhilfen.com
 Headlight LED with MaxDetail
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Mobility Device: http://whill.us
 WHILL Wheelchair
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Mobility Device: http://www.permobile.com
 Permobile F5 Model Smart Wheelchair
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Accessing Information: http://www.freedomscientific.com
 ONYX® Portable HD
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Accessing Information: http://thegrommet.com
 Tablift
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Wearable Device: http://googleblog.blogspot.com
 Google’s “Smart” Contact Lenses
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Sitting: http://fancy.com
 Napping Office Chair
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Communicating: http://www.frantsinnovators.com
 Live Time Closed Captioning System
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Stay Tuned @
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Living: Disability and Work
 Workplace Wellness Programs
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Living: Workplace Wellness Programs
 Medical Exams and Inquiries
 Medical Information Storage
 Reasonable Accommodations
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Living: Workplace Wellness Programs
Situations And Solutions
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Living: Workplace Wellness Programs
Tip: Disseminating Information
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Living: Workplace Wellness Programs
Situation and Solution
An employee with autism was unable to effectively
retain information in meetings. The employer discussed
possible accommodations with the employee related to
a new wellness program and they agreed that he could
tape record the next meeting about the program so he
could listen to it later by himself.
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Living: Workplace Wellness Programs
Tip: Promoting Exercise
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Living: Workplace Wellness Programs
Situation and Solution
An employee with fetal alcohol syndrome was having
trouble participating in an exercise class offered by her
employer. The employer provided a temporary
trainer/mentor to help her follow
the instructor. After the trainer left,
the employee was given a
headset/recording with instructions
for participating in the class.
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Living: Workplace Wellness Programs
Tip: Tracking Progress
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Living: Workplace Wellness Programs
Situation and Solution
An employee with cerebral palsy was able to participate
in a walking program by using an accessible pedal
machine. However, he was unable to use the
pedometer his employer provided because of his fine
motor limitations. His employer provided him with a
large-button pedometer.
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Living: Workplace Wellness Programs
Tip: Educating about Nutrition
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Living: Workplace Wellness Programs
Situation and Solution
An employee with Down syndrome signed up for a
nutrition class, but had trouble understanding the
information that was presented. His employer asked the
instructor to provide pictures of the types of food she
was recommending employees eat.
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Living: Workplace Wellness Programs
Tip: Setting Health Goals
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Living: Workplace Wellness Programs
Situation and Solution
An employee with Prader-Willi syndrome was unable to
meet one of the goals of her employer’s wellness
program – having a 35 inch waist – and therefore was
not going to qualify for a reduction in her insurance
premium. Her employer modified her goal, changing it
to a two inch reduction from her current waist
measurement.
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Global management . . .
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Empathy, experience, knowledge
Listing, leading, delegating
Transparent, motivating, inspiring
Supportive, encouraging
is good management.
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Disability management . . .
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Applicants
Interns
Employees
Frontline Supervisors
Motivational Events
is good management.
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janconsultants via Skype
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