The American Association for Disability Policy Reform    

—   rehabilitation first   —

Workplace Accommodations

We often assume that preparing impaired individuals for a return to work is sufficient to guarantee a successful and reasonably-permanent return to work. At times this may be true but at other times, substantial workplace accommodations may be needed to enable an employer to successfully integrate impaired individuals into the workplace. Consider the following:

The demands of jobs may vary greatly even within a single job category, depending on factors such as the particular equipment used and local business practices. Impairments also vary greatly. Clearly an individualized approach is needed in every situation. However, employers need not be discouraged from hiring impaired persons because help is available. For help, we recommend AskEARN and we will add other resources as they become available.

We are indebted to Sarah von Schrader, Ph.D., and Valerie Malzer, M.P.A. at Cornell University’s School of Industrial and Labor Relations - Employment and Disability Institute for the analysis that formed the basis of this page.




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Last updated on 4/20/14.