9/22/2023 0 Comments Invisible disabilities hysteriaThe cost of an accommodation rarely will be a winning argument for employers that are maintaining that an accommodation poses an undue hardship, she cautioned. That would be an undue hardship, she explained. and requests getting in at noon is not asking for a reasonable accommodation, Lang noted. The employee may suggest a quick fix that enables him or her to get back to performing essential job functions.Īn office manager who has to report to work by 8 a.m. This discussion is commonly referred to as the interactive process.įirst ask, "How can I help you?" Lang recommended. Once an employee requests a reasonable accommodation, the employer needs to engage in a discussion with the employee about possible accommodations. An employee may request accommodations more indirectly, such as, "I'm having trouble getting to work at my scheduled starting time because of medical treatments I'm undergoing." Managers need to be trained to be on the lookout to identify accommodation requests so they can be referred to HR. It's up to employers to create a safe environment for individuals with disabilities to step forward and request an accommodation, she said.Īccommodation requests don't have to include the phrase, "I need an accommodation," she stated. The author of Hidden Disabilities in the Workplace (Palmetto Publishing, 2021), Lang noted that somewhere between 1 in 4 and 1 in 5 individuals have disabilities, most of the disabilities are hidden and many employees with hidden disabilities are afraid to disclose they have one. ![]() ![]() Marcia Lang, a social worker and psychologist in Silver Spring, Md., shared ideas for accommodating individuals with psychiatric and neurodevelopmental disabilities at the SHRM Employment Law & Compliance Conference 2022 in Washington, D.C., on March 29. Hidden disabilities are more common than apparent ones and can be harder to accommodate on the job.
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