Wondering what the deal is with requesting accommodations at work? Brendan McCarthy (he/him) is guest blogging to help your students self-advocate!
WHAT IS A REASONABLE WORKPLACE ACCOMMODATION?
A reasonable accommodation is any change to the job or work environment that allows a person with a disability to perform the essential functions of that job.
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WHY SHOULD A PERSON REQUEST AN ACCOMMODATION?
A person with a disability should request an accommodation in order to remove any hurdles that prevent them from successfully performing the job.
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WHAT IS AN EXAMPLE OF A REASONABLE ACCOMMODATION?
Many of my students require support when given multiple tasks at once or a task that requires many steps over an unspecified timeline.
If needed, I encourage students to ask their supervisor for a checklist of tasks and a general timeframe to complete each task and/or step to a project.
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WHAT IS NOT AN EXAMPLE OF A REASONABLE ACCOMMODATION?
Reasonable accommodations must still allow for the worker to complete the essential functions of the job. A reduction of the amount of work to be completed would not be considered a reasonable accommodation.
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HOW DOES ONE REQUEST AN ACCOMMODATION?
First, the employee will decide accommodations for which they would like to advocate. To request an accommodation (or multiple accommodations), the employee would schedule a meeting with their direct supervisor or human resources staff.
The employee would disclose that they have a disability, however they do not have to disclose what the disability is.
In some instances, the employee may wish to have a conversation with their supervisor about the challenge and then they can decide together what accommodation will be best.
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WHAT ARE THE ADVANTAGES TO REQUESTING ACCOMMODATIONS?
Initiating this meeting shows the supervisor that the employee cares about the job and wants to do well. The supervisor will likely appreciate that the employee is being proactive about improving their performance.
And of course, once the accommodations are in place, the individual will feel more confident in their role and ability to get the job done!
MY STUDENT DOESN'T HAVE A JOB YET . . .
Should I still cover this with them?
Yes! If the student is at least 14, they should begin learning about workplace accommodations.
The best way to start this conversation and skill development is for the student to review their own IEP accommodations.
Students should even email their teachers a list of their classroom accommodations which is great practice for advocating for any accommodations in the future.
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WHAT CAN I USE TO HELP ME WITH MY STUDENTS?
To learn more, here is a Workplace Accommodation Guide to complete with students that contains everything they need to request accommodations, including more examples and a practice activity.
