Deciding whether or not to request accommodations on the job and reveal your disability is a personal decision. You may wish to discuss your decision with a mentor outside your place of employment and explore what options you have for “self accommodating” first.
Should you choose to seek accommodations, be sure to have a plan in place and follow through on your request.
the Americans with Disabilities Act of 1990 and ADAA of 2008
The ADA or Americans with Disabilities Act of 1990, the Americans with Disabilities Amendment Act of 2008 and Section 504 the Rehabilitation Act of 1973 provide for reasonable accommodations for the employee to meet the requirements of their position.
The accommodation cannot cause an “undue burden” to the employer and must be “reasonable”. An undue burden may be an extraordinarily large expense. Employers may grant only accommodations necessary for the employee to perform their job. While a supervisor may consider employee preferences, such requests are rarely legally required under the ADA.
accommodations on the job
The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. Working toward practical solutions that benefit both employer and employee, JAN helps people with disabilities enhance their employability, and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace.
The federal Office of Personnel Management offers more guidance and examples of what may constitute a “reasonable accommodation” as well as links to other sites to assist you and your employer in navigating accommodations on the job.