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Transportation To and From Work

Accommodation and Compliance: Transportation To and From Work

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Under the ADA, employers do not have to transport employees with disabilities to and from work unless the employer provides employee transportation to and from work as a perk of employment for all employees. Transportation to and from the workplace is generally the responsibility of the employee, but sometimes employees with disabilities are unable to drive and need to find alternative transportation. A good resource for individuals whose disabilities interfere with driving is the local center for independent living (CIL). A CIL will often know what transportation is available in the community.

Although employers generally do not have to provide transportation to and from work, when an employee’s disability interferes with the ability to commute to work, employers may have to provide other accommodations such as changing an employee’s schedule so he can access available transportation, reassigning an employee to a location closer to his home when the length of the commute is the problem, or allowing an employee to telecommute.

Situations and Solutions:

The following situations and solutions are real-life examples of accommodations that were made by JAN customers. Because accommodations are made on a case-by-case basis, these examples may not be effective for every workplace but give you an idea about the types of accommodations that are possible.

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