Transcript - slide 1

Hello. My name is Mandy Gamble, and I’m here with my colleague, Tracie Saab, and we will be presenting information on the accommodation process. The accommodation process as used by Human Factors Consultants at the Job Accommodation Network, a service of the Office of Disability Employment Policy of the U.S. Department of Labor can be a helpful tool in determining successful job accommodation outcomes. When faced with the accommodation process, it is important to understand what accommodation means.

An accommodation is a modification or change in the way things are typically done. This could be a modification of the job or work environment. The goal of an accommodation is to “level the playing field” by reducing or eliminating workplace barriers & allowing equal employment opportunities. There are typically 3 reasons why an accommodation might be provided for an individual with a disability in the workplace.
1) to ensure equal opportunity in the pre-employment process such as the application or interview,
2) to perform essential functions of the job, and
3) to provide equal opportunity in benefits and privileges of employment.
JAN views accommodations as a way to bridge the distance between the maximum ability of the individual and the essential functions of the job.

So today we are going to look at the 5 step process used at JAN as a tool for exploring and finding accommodations in the workplace:
The steps are:
1. Define the Situation.
2. Perform Needs Assessment.
3. Explore Alternative Placement Options.
4. Redefine the Situation.
5. Monitor Accommodation.
I do need to emphasize that this session will not focus on legal ADA issues but rather on a process for finding successful accommodation outcomes. Let’s move on to the process, starting with Step 1.