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Accomodating a worker tools

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To request an accommodation, employees: This fact sheet explains the ways that employers may use existing telework programs or allow an individual to work at home as a reasonable accommodation. If a manager or direct supervisor receives an accommodation request, he or she should refer the employee to HR or another person who is responsible for responding to such requests. Contact JAN for guidance on the types of accommodations that might best meet the needs of the employee and organization. The MFP is navigated using the physical number pad on the device, and the user receives audible feedback. The process begins with a request. People who have low vision also require high contrast to make use of visual displays. For some jobs, the essential duties can only be performed in the workplace. The Lexmark solution was preferred by those comfortable using computers with a screen access solution because the interface was familiar and efficient. For example, an employer may generally require that employees work at least one year before they are eligible to participate in a telework program. Clearly, the meetings must be done in the workplace, but the employee may be able to review documents and write reports from home. Accommodations vary depending upon the nature of the job and the needs of the individual applicant or employee.

Accomodating a worker tools


When these flare-ups occur, they sometimes prevent an individual from getting to the workplace. The employer and employee also need to discuss how the employee will be supervised. Responding to Requests for Reasonable Accommodations Following an accommodation request, the employer and the individual should engage in an interactive process to identify the appropriate reasonable accommodation. We evaluated four of these solutions and recommend two of them on the basis of their accessibility detailed below. Providing an agenda, presentation handouts and other written materials is also a good idea. Where more than one accommodation would work, an employer may choose the one that is less costly or that is easier to provide. As part of the interactive process, the employer should discuss with the individual whether the disability necessitates working at home full-time or part-time. Acquiring or modifying equipment or devices such as adjusting a desk height to accommodate an employee who uses a wheelchair or providing an employee with quadriplegia a mouth stick device to type on their computer. And not all jobs can be performed at home. Request documentation of the disability from an appropriate professional. This solution also runs on Windows and has a built in text-to-speech engine. If a manager or direct supervisor receives an accommodation request, he or she should refer the employee to HR or another person who is responsible for responding to such requests. Ask the applicant how he or she would prefer to meet the requirements of the hiring process. Reduction in the direct cost to departments of accommodations through the creation of a centralized fund , which may thereby reduce disincentives to provide an accommodation. Inaccessible Office Equipment There are two important pieces of office equipment that are often inaccessible to blind and visually impaired users: If they are expecting to get phone calls you can provide a phone that is capable of video relay calls if they know ASL or a text phone. In each state, there is a Vocational Rehabilitation agency that may be able to offer financial assistance to help you purchase needed equipment for an employee with blindness or low vision. If you have concerns ask, the same as you might any other person: That is what makes life interesting! For example, an employer may generally require that employees work at least one year before they are eligible to participate in a telework program. If a new employee needs to work at home because of a disability, and the job can be performed at home, then an employer may have to waive its one-year rule for this individual. Below, we describe the accessibility issues with VoIP phones and MFPs that cause problems for blind and low vision users and some accessible solutions on the market. Training videos During the training process, providing captioning on all training videos will not only make them accessible to the deaf, it can actually help all new hires retain more information. This determination should be made through a flexible "interactive process" between the employer and the individual. Typical hardware VoIP desk phones have several design problems that can make them difficult or impossible for blind or visually impaired people to use:

Accomodating a worker tools


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