Accommodating disabilities in the workplace
The Americans with Disabilities Act (ADA) Amendments Act of 2008 was signed into law on September 25, 2008 and becomes effective January 1, 2009.
Because this law makes several significant changes, including changes to the definition of the term "disability," the EEOC will be evaluating the impact of these changes on this document and other publications. 12112 (b)(5)(A) (1994) (it is a form of discrimination to fail to provide a reasonable accommodation "unless such covered entity can demonstrate that the accommodation would impose an undue hardship .
Reasonable accommodations are put in place to help reduce these barriers in order to provide equality of access and opportunity for all.
Accommodations or adjustments can be put in place across a variety of environments from supports in third level education for students with disabilities to service providers ensuring all customers can access their goods and services.
Best practice is to carry out a needs assessment with a disabled employee.Disabilities can be permanent or temporary, visible or invisible, and severe or minor.Although many people with disabilities have the skills required to be successful in the workplace, they are frequently under-employed and under-valued.This coverage extends to a wide range of long-term and permanent conditions including vision loss, hearing loss, limb impairment, and mental disabilities.Temporary conditions that will naturally go away on their own and have no long-term impacts are typically not covered under the act.