Job Accommodation Network
Due to our response to COVID-19, we are asking that you use our chat, e-mail or Voice Mail contact methods to reach the JAN service. You can speak with us directly through chat and e-mail or request a call back through voice mail, chat or e-mail. For more details on these methods of connecting with the JAN service, see Contact Us.
A to Z of Disabilities and Accommodations
Connect With JAN at (800) 526-7234 (VOICE) or (877) 781-9403 (TTY)
If you have a question about workplace accommodations or the Americans with Disabilities Act (ADA) and related legislation, ask us.
Our Mission
The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues.
Situations & Solutions
A building manager with post-traumatic stress disorder (PTSD) asked to bring an emotional support animal to work with her.
The employer was concerned about the behavior of the animal as the employee trained it herself. The employer and employee agree to a trial period to assess whether the animal could be in the workplace without causing a disruption.
Situations & Solutions
A construction worker with a leg impairment couldn’t climb ladders due to an injury he received away from work.
After having a discussion with the employer, together they found an aerial lift that would permit the employee to reach the areas he needed and continue to be successful in his job.
Situations & Solutions
A salesman with obesity had to travel by airplane once a year to attend a conference, but could not fit in a single, economy class seat.
He asked his employer to upgrade him to first class, but the employer opted to purchase two economy class seats for him, which cost less than one first class ticket.
Situations & Solutions
A field geologist who was deaf and worked alone in remote areas was unable to use two-way radio communication to report his findings.
Text telephone technology was used to allow the geologist to communicate using a cellular telephone.
Upcoming Webcasts & Training Events
Aug 10
AT Update: What’s new in 2021
2:00 PM - 3:00 PM
Are you wondering about what’s new in the world of assistive technology (AT)? Are you...
Latest Updates
Coronavirus Disease 2019 (COVID-19)
Hot Topics
Keep these strategies in mind when dealing with communicable diseases such as COVID-19 in the... Read More
New JAN Training Module and Videos Regarding Disability Disclosure!
Blog Post
Deciding when and how to disclose a disability at work can be confusing. JAN offers... Read More
Accommodation Ideas
Latest Video
View JAN's remote training on accommodations for individuals with mental health impairments. Watch Video
Technology & Accommodation
Video
Review JAN's YouTube playlists for videos from the Solution Showcase and Workplace Accommodation Toolkit. Read More
Facebook Updates
JAN frequently receives questions about whether employers may, must, or should ask employees if they need reasonable accommodations. Linda Batiste, JAN Principal Consultant, offers the practical guidance you need on this topic in the JAN resource, Mother May I? Must I? Should I? at https://AskJAN.org/articles/Mother-May-I-Must-I-Should-I.cfm
ODEP at 20: Driving Change Through Workplace Accommodation Assistance | U.S. Department of Labor Blog
2021-07-15T16:06:19+0000JAN has been a vital contributor to ODEP’s 20 years of work to increase equity for people with disabilities in employment. JAN’s Project Director, D.J. Hendricks, offers a brief JAN history lesson in the latest DOL blog, ODEP at 20: Driving Change Through Workplace Accommodation Assistance https://blog.DOL.gov/2021/07/08/odep-at-20-driving-change-through-workplace-accommodation-assistance
Workplace flexibility can strengthen employee morale and increase retention by enabling employees with disabilities, and others, to constructively manage work responsibilities, personal obligations, and medical needs. Learn more in JAN’s Workin’ 9 To 5 – Not The Only Way To Make A Living at https://AskJAN.org/articles/9to5.cfm
Sometimes medical documentation might be needed to support a request for accommodation under the ADA. This documentation can come from an appropriate health care or rehabilitation professional. JAN offers a resource to help health care providers, and others, support accommodation requests. https://AskJAN.org/articles/EAPS/upload/medprofessionsEAP.doc
Join the U.S. Department of Labor's Women and Work: Reinvestment, Return and Recovery National Online Dialogue
2021-07-05T18:00:25+0000Join the "Women and Work: Reinvestment, Return and Recovery” online dialogue, open now through July 9th. Participants can share ideas on ending gender-based harassment and discrimination on the job, creating comprehensive paid family and medical leave, expanding access to affordable childcare and more. https://saw-rtw.ideascale.com
askearn.org
2021-07-05T13:00:08+0000EARN offers a policy brief that highlights components of disability-inclusive COVID-19 health and safety plans for reopening workplaces. Check-out Disability-Inclusive COVID-19 Workplace Safety Plans at https://AskEARN.org/wp-content/uploads/2021/05/EARN_2021_DIsability-Inclusive_COVID_Health_and_Safety_Plans.pdf
Working lets people earn a living and contribute their skills and experience. For some, it may also be about pursuing a passion, taking on new challenges or being part of a team. Your organization can promote the message that “Working Works” by leveraging free PSA and discussion guide resources offered by the Campaign for Disability Employment (CDE). Check-out the “Working Works” PSA Campaign https://www.whatcanyoudocampaign.org/psa-campaigns/working-works-psa/#DiscGuide
Situation: A server with psoriasis didn’t want to wear the short-sleeved uniform required by the restaurant’s dress code because of the rash on her arms. To accommodate this employee, the employer modified the dress code, allowing the server to wear a long-sleeved shirt. For information about accommodating workers with skin conditions, see JAN’s Accommodation and Compliance: Skin Conditions at https://AskJAN.org/disabilities/Skin-Conditions.cfm
Situation: A computer programmer with hepatitis B was experiencing fatigue and nausea, which resulted in difficulty commuting. Solution: The employer allowed the employee to work a flexible schedule and the option to work from home. For information about accommodating workers with hepatitis, see JAN’s Accommodation and Compliance: Hepatitis at https://AskJAN.org/disabilities/Hepatitis.cfm
MyJAN
Introducing MyJAN
Welcome to the MyJAN Portal
Work smarter and faster using the free MyJAN Portal!
Organize your frequently accessed AskJAN.org pages in your own personalized MyJAN site.
MyJAN also alerts you to newly released AskJAN.org resources.

