ADJUSTING & MODIFYING EXAMINATIONS, TRAINING MATERIALS & POLICIES
An employer may be required to modify, adjust, or make other reasonable accommodations in the ways that tests and training are administered in order to provide equal employment opportunities for qualified individuals with disabilities. Revisions to other employment policies and practices also may be required as reasonable accommodations.
Tests and Examinations
Accommodations may be needed to assure that tests or examinations measure the actual ABILITY of an individual to perform job functions, rather than reflecting limitations caused by the disability. The ADA requires that tests be given to people who have sensory, speaking, or manual impairments in a format that does not require the use of the impaired skill, unless that is the job-related skill the test is designed to measure.
For example: An applicant who has dyslexia, which causes difficulty in reading, should be given an oral rather than a written test, unless reading is an essential function of the job. Or, an individual with a visual disability or a learning disability might be allowed more time to take a test, unless the test is designed to measure speed required on a job.
The employer is only required to provide a reasonable accommodation for a test if the individual with a disability requests such an accommodation. But the employer has an obligation to inform job applicants in advance that such a test will be given, so that an individual who needs an accommodation can make such a request.
Training
Reasonable accommodation should be provided, when needed, to give employees with disabilities equal opportunity for training to perform their jobs effectively and to progress in employment. Needed accommodations may include:
- Providing accessible training sites;
- Providing training materials in alternate formats to accommodate a disability (for example a person with a visual disability may need materials on tape, in large print or on a computer diskette. A person with mental retardation may need materials in simplified language or may need help in understanding instructions).
- Modifying the manner in which the training is provided (for example, allowing more time for training or to provide extra assistance to people with mental impairments or learning disabilities).
Other Policies
Adjustments to various existing policies may be necessary to provide reasonable accommodation. For example, a company may need to modify a policy prohibiting animals in the work place, so that a visually impaired person can use a guide dog. Policies on providing information to employees may need adjustment to assure that all information is available in accessible formats for employees with disabilities. Policies on emergency evacuations should be adjusted to provide effective accommodations for people with different disabilities.
PROVIDING QUALIFIED READERS
It may be a reasonable accommodation to provide a reader for a person with a visual or reading disability if this would not impose an undue hardship. In some job situations a reader may be the most effective and efficient accommodation, but in other situations alternative accommodations may enable an individual with a visual disability to perform tasks just as effectively.
People with visual impairments perform many jobs that do not require reading. Where reading is an essential job function, depending on the nature of a visual impairment and the nature of job tasks, print magnification equipment or a talking computer may be more effective for the individual and less costly for an employer than providing another employee as a reader.
Providing a reader does not mean that it is necessary to hire a full-time employee for this service. Few jobs require an individual to spend all day reading. A reader may be a part-time employee or full-time employee who performs other duties. However, the person who reads to a visually impaired employee must read well enough to enable the individual to perform his or her job effectively. It would not be a reasonable accommodation to provide a reader whose poor skills hinder the job performance of the individual with a disability.
PROVIDING QUALIFIED INTERPRETERS
Providing an interpreter on all “as-needed” basis may be a reasonable accommodation for a person who is deaf in some employment situations, if this does not impose an undue hardship.
If an individual with a disability is otherwise qualified to perform essential job functions, the employer’s basic obligation is to provide an accommodation that will enable this person to perform the job effectively. A person who is deaf or hearing-impaired should be able to communicate effectively with others as required by the duties of the job. Identifying the needs of the individual in relation to specific job tasks will determine whether or when an interpreter may be needed.
For example: it may be necessary to obtain a qualified interpreter for a job interview, because for many jobs the applicant and interviewer must communicate fully and effectively to evaluate whether the applicant is qualified to do the job. Once hired, however, if the individual is doing clerical work, research, computer applications, or other job tasks that do not require much verbal communication, an interpreter may only be needed occasionally. Interpretation may be necessary for training situations, staff meetings, or an employee party, so that this person can fully participate in these functions. Communication on the job may be handled through different means, depending on the situation, such as written notes, “signing” by other employees who have received sign language training, or by typing on a computer or typewriter.
People with hearing impairments have different communication needs and use different modes of communication. Some use signing in American Sign Language, but others use sign language that has different manual codes. Some people rely on an oral interpreter who silently mouths words spoken by others to make them easier to lip-read. Many hearing-impaired people use their voices to communicate, and some combine talking and signing. The individual should be consulted to determine the most effective means of communication.
Communication between a person who is deaf and others through a supervisor and/or co-worker with basic sign language training may be sufficient in many job situations. However, where extensive discussions or complex subject matter is involved, a trained interpreter may be needed to provide effective communication. Experienced interpreters usually have received special training and may be certified by a professional interpreting organization or state or local Commission serving people who are deaf. For help in obtaining the services of a qualified interpreter, contact the Employ ABILITY Network (contact us).
PROVIDING JOB COACHING
Job coaching can be an effective accommodation for people with mental retardation and other disabilities. Job coaching, including individualized on-the-job training and other services are often provided at no cost by vocational rehabilitation agencies in “supported employment” programs.
PROVIDING TRANSPORTATION
There are a number of ways employers may provide accessible transportation for employees with disabilities:
- Subsidize cost of public or private transportation services
- Provide a wheelchair-accessible van
- Assign staff members to drive for disabled coworkers
PROVIDING TRAINING
Some employees with disabilities will benefit from training to:
- Learn to utilize assistive technology
- Adapt to the work environment
- Acquire skills needed in a new job assignment
Many training programs are available through rehabilitation agencies at no cost to the employer.
PROVIDING A PERSONAL ASSISTANT
An accommodation can include providing a personal assistant for certain job-related functions such as a travel attendant to act as a sighted guide to assist a blind employee on occasional business trips. The personal assistant may be a volunteer coworker, or a part-time employee hired specifically for this purpose. Employers may be eligible to recoup the cost of a personal assistant through a variety of programs available to support persons with disabilities (see the Profit-ABILITY section for information on financial incentives available to employers).
