Accommodating employees with disabilities
The average cost of accommodating people with injuries and disabilities is surprising low.In 1994 the Job Accommodation Network (JAN) published data demonstrating that the majority of workplace accommodations cost less than US0. JAN reports the median cost of accommodating an employee is about US0. The National Council on Disability (NCD) Bulletin of April 1996 notes that accommodating a worker at Sears, Roebuck and Company averages .A company must demonstrate due diligence when providing accommodations and be prepared to defend decisions made on the grounds of undue hardship due to cost or risk.Moving the discussion now from legal considerations to practical incentives, this article examines the costs and benefits of accommodating employees with injuries and disabilities., Alan Cantor illustrated the idea of employment accommodation for people with disabilities; discusses the role of human rights legislation in settling the question of who is responsible for providing workplace accommodations; and clarifies the extent to which an employer is responsible for ensuring that a qualified individual is accommodated. Cantor discusses the benefits of accommodating employees with disabilities.Arguing against the commonly held view that workplace accommodations are expensive, he demonstrates that many accommodations cost little or nothing, add value to the workplace, and result in significant benefits for a company.Important Note: This does Here’s how to recognize when someone needs help and how to work through an interactive process.An accommodation request can come in several forms, none of which require the individual to say the words “disability” or “accommodation.” The staff member can: Any of these should cause you to start a conversation and determine the sort of restrictions or limitations the individual has, whether these limitations impede essential job functions, and how you/your institution can even the playing field with accommodations so the employee has the same opportunity to be successful at their job as an employee without a disability.
A businessperson of my acquaintance vehemently opposed providing text-enlargement software to an employee with low-vision because it costs "at least 00." In reality, the price tag of state-of-the-art text-enlargement software is about Cdn5, and less expensive alternatives are available.Arguing against the commonly-held view that accommodations are always expensive, it will be shown that most accommodations cost little or nothing to acquire, have reasonable costs to implement, and actually add value to the workplace.The bottom line is that accommodating employees makes good business sense.In fact, some employers might not know how to properly accommodate a disabled employee; this can be detrimental to all parties involved.Only ten percent of small employers even know that there is a one in three likelihood of a worker between the ages of 35 and 65 suffering a serious disability, according to a 2002 study by the American Council of Life Insurers.
Treating people equally does not always mean treating them the same.