Workplace Accommodations
Workplace Disability Disclosure and Accommodations
Workplace accommodations are adjustments made at any stage of the employment journey that allow a person with a disability to apply for jobs, interview, and fully perform the duties of a position.
While disclosure is not required, it is often necessary to receive accommodations. If you choose to disclose your disability, it is illegal for employers to discriminate against individuals with disabilities in hiring, promotion, or other employment-related decisions. Deciding when to disclose a disability to an employer is a personal decision, and there is no one-size-fits-all answer. Disclosure is a personal decision, and there are many factors to consider, such as the nature of the disability, the job requirements, and the work environment. If an individual chooses to disclose, they are not required to do so with everyone on their team. it is often best to inform only those who need to know how to provide accommodations or support, including a supervisor, human resources, or a disability services office.
Consider the following with regard to accommodations in the workplace:
Accommodation needs will vary widely from person to person and relate to the individual, the environment, the tasks, or the tools needed to perform a job/task.
An employer is not obligated to provide the exact accommodation preferred by the individual. Consultation with the individual must take place before accommodations are implemented.
An accommodation may not be considered when evaluating the merits of an applicant during selection.
An accommodation may be needed at any stage in the employment relationship including pre-employment (testing, interviews), work environment, training and/or promotions.
When Should I Disclose?
You are not required to disclose a disability during the interview process unless you need an accommodation to participate. Disclosing a disability during the interview can create the potential for unconscious bias, even though it is illegal for employers to discriminate based on disability. Suppose you need accommodations to perform the essential functions of the job. In that case, it may be best to disclose your disability during the hiring process or shortly after accepting a job offer. This will allow you to discuss accommodations with your employer and ensure they are inplace before you start working.
Suppose your disability does not impact your ability to perform the job's essential fdunctions, and you do not require any accommodations. In that case, there is no legal requirement to disclose your disability to your employer or coworkers.
Suppose you develop a disability at any point in your career. In that case, you have the right to disclose your disability and request accommodations to ensure that you can perform the essential functions of your job.
Are there limitations to an employer's obligation to provide reasonable accommodations?
An employer has a responsibility to provide accommodations unless doing so would cause undue hardship to the employer or in cases of direct threat.
Undue Hardship: When an accommodation is expensive, difficult, disruptive to the work environment, or will fundamentally change the nature of the position.
Direct Threat: A significant risk of threat to the safety of the employee or others that cannot be eliminated or lessened by reasonable accommodation.