Chapter 7: Accommodation

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1. Accommodation

An accommodation...

"is any change in the service environment or in the way things are customarily done that enables an individual with a disability to enjoy equal service opportunities."

The U.S. Equal Employment Opportunity Commission, October 17, 2002

2. Three Categories of Reasonable Accommodations

Modifications or adjustments to:

• An application process, such as providing alternative formats like large print or Braille
• A service environment that enables a qualified individual with a disability to perform the essential functions of the position
• That enable an individual with a disability to enjoy equal benefits and privileges of service and volunteering as are enjoyed by service members without disabilities

3. Excerpt from Section 1630.9 ~ Reasonable Accommodation

The obligation to make reasonable accommodation is a form of non-discrimination...This obligation does not extend to the provision of adjustments or modifications that are primarily for the personal benefit of the individual with a disability. Thus, if an adjustment or modification is job-related, e.g., specifically assists the individual in performing the duties of a particular job, it will be considered a type of reasonable accommodation. On the other hand, if an adjustment or modification assists the individual throughout his or her daily activities, on and off the job, it will be considered a personal item that is not required to provided. Accordingly, a program would generally not be required to provide an individual with a disability with a prosthetic limb, wheelchair, or eyeglasses. Nor would a program have to provide as an accommodation any amenity or convenience that is not job-related, such as a private hot plate, hot pot or refrigerator that is not provided to employees without disabilities.

 http://www.jan.wvu.edu/media/adahandbook/FREG1.txt

4. Reasonable Accommodations: No-Tech

A "no-tech" accommodations costs little or no money- just time, support and creativity.

• Example: Daily to-do lists

5. No-Tech Accommodation Examples

• Flexible schedules
• Co-member/volunteer assistance
• Reduce distractions in the workplace; provide space enclosures or a private area
• Work from home
• Mapping of the workspace/office
• Unscented, non-toxic products
• Clutter removal in the member's environment
• Large jobs divded into smaller tasks and steps
• Daily to-do lists

6. Reasonable Accommodations: Low-Tech

A "low-tech" accommodation is any accommodation that is technologically simple or unsophisticated, and readily available in most service environements.

• Example: A door handle as opposed to a door knob, used to accommodate an individual with limited mobility

7. Low-Tech Accommodation Examples

• Voice-activated software such as Dragon Naturally Speaking
• Digital voice recorder
• Personal Digital Assistance devices
• Rubberized grip sheets to wrap around tools and utencils
• Tools, pens and scissors attached to cords for easy retrieval
• Reachers and grabbers for retrieval of items
• Step-by-step closed captioned training videos
• Digital medicine reminders

8. Reasonable Accommodations: High-Tech

A "high-tech" accommodation is any accommodation that uses advanced or sophisticated devices.

• Example: A Braille printer/embosser, used to accommodate an individual who is blind and reads documents in Braille

9. High-Tech Accommodation Examples

• Compact devices to lift and carry
• Automatic door opener
• Emergency evacuation devices and chairs
• Text to speech scanner

10. Reasonable Accommodation Examples

• Post-It! notes
• TTY
• Mapping of a workspace
• Webcam or videophone
• Additional preparation time
• Electronic reminders
• Small group activities
• Microsoft Outlook/Entourage Calendar
• Motion sensor pager
• Change of work schedule
• Meeting agendas
• Written instructions
• Checklist system
• Desk-top calendar

11.  Reasonable Accommodation Process

•  There is a designated person to address accommodation questions and requests
• A policy for a decision-making processfor the case-by-base provision of accommodations is in place and has been communicated throughout the organization
• The organization's reasonable accommodation process is reviewed periodically to ensure that it continues to work well
• There is an established grievance procedure to address reasonable accommodation issues and disagreements

12. Reasonable Accommodation Guidelines

• Requests for accommodations can be made at any time during the application process or during service, orally or in writing
• An individual is not required to mention the ADA or "reasonable accommodation" in a verbal or written request; only that an adjustment or change is needed
• The organization can request documentation that describes the nature, significance and duration of the disability and its impact of the individual to perform the activity or activities
• Any reasonable accommodation requests must be maintained confidentially and cannot be disclosed to others even if the accommodation is obvious
• The accommodation is monitored to ensure effectiveness or to determine whether any change has occurred that would alter current accommodation needs

13. May Grant Funds be Used to Reasonably Accommodate a Person with a Disability"

• Grants and annual budgets should include a line item to cover the costs associated with reasonable accommodations
• The Edward M. Kennedy Serve America Act expands use of placement funds to include participants with disabilities in any national service program assisted by the Corporation

Note: All programs receiving federal financial assistance have a legal responsibility to provide reasonable accommodations.