Are You Tapping the Right Resources for ADA Accommodations?

By Alicia Heine, CRC, CCM, Assistant Director, Product Development and ADA Consultant, The Hartford; John Robinson, CPCU, VBS, Assistant Director, Absence Solutions, The Hartford

Workplace accommodations can be as unique as the employees who need them. And resources to help employees stay at work and support employers in staying compliant with the Americans with Disabilities Act (ADA) may be closer than you think. The key is to review the basics and ensure widespread understanding.

While a disability accommodation may not be exactly what the employee initially requests, it’s intent is to allow employees to perform their essential job functions while enjoying the equal opportunities of employment. This is the goal of the ADA. Unfortunately, it doesn’t happen enough. Employers need to continue to improve their processes that help workers stay in their current jobs and support effective return-to-work activities.

Even if an employee doesn’t request a disability accommodation, a supervisor may notice signs that an employee is struggling with work performance and may benefit from an accommodation. Whether the accommodation requires equipment, rescheduling, or intermittent leave, the ADA interactive process is a key element. It relies on effective collaboration and creativity. Employees often bring the optimal solution to the table. They know their difficulties best and likely are using accommodations in their lives outside of work.

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