WEBVTT

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Understanding employment and
reasonable accommodations.

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Hello, I'm Mary.

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I work for Protection
and Advocacy

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for People with Disabilities.

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I want to share
information with you

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about reasonable accommodations
in the workplace,

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and how you can request them.

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This information
is very general.

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If you have specific questions
about your work environment,

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we will provide information
about organizations

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that may be able to answer
them after the video.

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Title I of the Americans
with Disabilities Act, ADA,

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applies to employers with
15 or more employees.

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Title I does two things.

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It prohibits discrimination
against a qualified individual

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with a disability,
and requires employers

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to provide reasonable
accommodations

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for a person with a disability.

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A person with a disability
means that someone

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has a physical or mental
impairment that limits

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one or more life activities.

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Qualified individual means
person has skills, education,

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and other requirements
for the job.

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It also means you can do
the job with any reasonable

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accommodations you need.

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A reasonable accommodation
is any accommodation

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that allows a person
with a disability

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to do the same work that a
person without a disability

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can do.

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Some examples include
using a video phone

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to make phone calls.

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And equipment that enables
a person with vision loss

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to read documents.

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Or use of a sign
language interpreter

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during a job interview.

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When an employee
with a disability

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requests an accommodation,
that request

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is analyzed to see if it
is indeed, reasonable,

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and doesn't cause an undue
burden to the employer.

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Accommodations can be requested
both for the hiring process

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and for the job itself.

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How to request an accommodation.

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We suggest any accommodations
requests be made in writing.

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Ask your employer if
they have a policy

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for requesting accommodations.

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If they do, you should
follow the policy.

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If not, a simple letter should
be enough to start the process.

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This letter should include
a number of things.

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Number one, identify yourself
as a person with a disability.

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Number two, let
your employer know

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you are requesting
accommodations under the ADA.

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Number three, identify your
specific problematic job tasks.

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Number four, identify
your accommodations ideas.

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Number five, ask for your
employers accommodations ideas,

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too.

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Number six, refer to
medical documentation

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you have attached
to your letter.

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Number seven,
request your employer

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respond in a reasonable time.

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Remember to date your letter,
and keep a copy for yourself.

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Give the other copy to
your supervisor or someone

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in the human
resources department.

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Keep in mind that
employers are not

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required to provide
accommodations that

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will cause an undue burden.

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That generally means
an accommodation

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will be difficult to
provide or expensive.

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Each request should be
analyzed individually

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based on the job itself, the
resources of the employer,

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and the needs of the employee.

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Also, if an accommodation
is an undue burden,

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the employer has
a responsibility

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to try and find an accommodation
that is not an undue burden,

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and a better fit for both the
employee and the employer.

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Where you can find
more information,

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I will explain
how each can help.

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JAN, Job Accommodations
Network--

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JAN has many resources to
help both the employer,

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and the employee, and the
accommodations process.

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For example, they have many
accommodation suggestions

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divided by disability type.

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Also, examples of
accommodations request letters,

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you can find their
website at askjan.org.

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NAD, National Association
for the Deaf--

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NAD has many publications
and resources

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related to the ADA and effective
communication for the deaf.

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You can find their
website at nda.org.

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EEOC, Equal Employment
Opportunity Commission--

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the EEOC helps with
employment discrimination.

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It could be disability-related,
gender-related,

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race-related, or
other categories, too.

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The EEOC also has the option
of doing an intake phone call

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or asking general questions
through video phone.

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That number is 844-234-5122.

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You also can find their
website at eeoc.gov.

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If you have general
questions or feel

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you have requested an
accommodation that has been

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denied, you can contact us.

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There are three different
ways you can contact us.

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You can call 1-866-275-7273.

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If you need to use
the TTY, you can.

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That number is 1-866-232-4525.

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The last option,
you can use email.

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Email info@pandasc.org.

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P&A provides full
communication access and staff

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were trained in how to
communicate with the deaf.

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Also, P&A services are free.

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