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If a product was purchased as an accommodation, it may be necessary
to address needs associated with the use of the product or equipment.
So, was training provided so the employee can use the equipment? Is
the product being used properly? Is the product being maintained?
Lastly, are other accommodations needed to support the use of the
product? If a service was provided as an accommodation, is the service
effective? Let's take another look at a situation and solution to
illustrate why it is important to monitor providing a service as an
accommodation.
Situation: A union employee who is deaf was provided an ASL interpreter
for safety meetings but the individual was having difficulty understanding
the information communicated during the meetings.
Solution: After a discussion with the employee, it was determined
that the employee needed an interpreter skilled in Signed English
rather than American Sign Language (ASL). A qualified interpreter
was provided to ensure effective communication. An employer should
make certain the service provided meets the needs of the individual
and enables effective job performance.
Moving on with step 5, if the employee was reassigned, are additional
accommodations needed in the new position? Occasionally, an employee
may need accommodations to perform the functions of the newly assigned
position. An employer should address these accommodation needs when
reassigning the employee.
The last question regarding monitoring accommodations: is support
being offered to the individual with the disability to maintain the
accommodations that were implemented? Ideally, the employer and employee
should work together to ensure that accommodations are enabling the
employee to benefit from an equal employment opportunity. Remember
that the goal of an accommodation should be to bridge the distance
between the maximum ability of the individual and the essential functions
of a job. By playing a supportive role, employers are more likely
to benefit from the hard work exhibited by loyal employees both with
and without disabilities alike.
That completes steps 1-5 of the accommodation process.
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