Job Accommodation Network

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

JAN 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 "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

EARN 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

Read this shared post from JAN from 2021-07-01T18:00:37+0000