donna r. walton, ed.d . baltimore federal executive board
DESCRIPTION
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. - PowerPoint PPT PresentationTRANSCRIPT
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 AwarenessGlen Burnie, MD
June 18, 2014
1
What is an Reasonable Accommodation?
2
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.
3
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
4
Who Needs to be Accommodated?
5
When do you Request an Accommodation?
6
Why do you Request an Accommodation?
7
How Do You Request An Accommodation ?
8
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
9
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
10
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
11
Interactive Process
12
Bi-Polar Depression
13
Cancer
14
Autism
15
Crohn’s Disease
16
Back Injury
17
Cancer
18
Pregnancy
19
Insulin Dependent Diabetes
20
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).
21
Contact
22
Dr. Donna R. Walton, Ed.D.Disability Program ManagerEqual Employment Opportunity [email protected]