Disability - Reasonable Adjustments Many

Disability - Reasonable Adjustments

Many groups of people have struggled and fought in an effort to bring the working world to the high level employees enjoy today. Workers today are in a position where they enjoy rights and freedoms that were unheard of as little as 50 years ago. The same is true for the disabled. Employers are required to not discriminate against workers on the basis of differences, including gender, skin color, or disability. As long as a prospective employee is qualified for a position and can do the job, the employer is required to provide such a worker with an equal chance of successfully applying for the position. Concomitantly, employees should take the responsibility of notifying their employers of any special needs that they have for performing their work optimally. In this way, employers and employees can form a team to optimize the workplace for everybody involved.

There are many agencies and entities available to help the employer make reasonable adjustments to accommodate the disabled in the workplace. When a person for example suffers from a physical disability, such as the use of only one arm, a back injury, an artificial leg, or the like, adjustments need to be made to facilitate access to the workplace. A person with a back injury or artificial limbs for example should not be required to do an excess of heavy physical work. Computers can include voice recognition technology in order to facilitate typing, and adjusted chairs could be installed for persons with back injuries. Doors should not be too difficult or narrow, so that persons with artificial limbs can easily access the workplace, nor should there be an excess of stairs.

Persons with hearing impairments can be accommodated by hiring a sign language interpreter. Depending on the severity of the hearing problem, colleagues can be advised to always speak clearly and face the hearing impaired employee when talking in his or her presence.

In a case where an employee has epilepsy, the employer and all colleagues should be made aware of the exact circumstances of the condition in the individual employee. The primary concern is the safety of both the involved employee, his or her colleagues, and the workplace. Accordingly, equipment could be safeguarded in order to ensure that an employee is not hurt in the course of a seizure. Ideally, a worker that is epileptic should not be required to operate potentially dangerous machinery.

Reasonable adjustments for a person who is prone to panic or anxiety attacks may include a counseling service to help these persons adjust to their work environment and situation. As in the case of epilepsy, the employee should take responsibility to notify the employer and colleagues of his or her exact needs. The employee can for example be notified in advance of specifically stressful situations in the workplace, and referred for counseling if necessary.

In the case of a speech impairment, there are several options. The person can for example use writing to communicate. A sign language interpreter can also be used for the purpose of communication. Fellow employees should be trained in communicating with such a person, in terms of both general attitude and tolerance, as well as specific communication issues. The communication should always occur in a positive and supportive manner.