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This document does not constitute legal advice, but is intended for use as a decision-making model to help departments and managers meet their duty to accommodate while acknowledging that accommodation is always decided on a case-by-case basis.

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JAN’s Occupation and Industry Series is designed to help employers determine effective accommodations for their employees with disabilities and comply with Title I of the Americans with Disabilities Act (ADA).

Each publication in the series addresses a specific occupation or industry and provides information about that occupation or industry, ADA issues, accommodation ideas, and resources for additional information.

Employers are encouraged to contact JAN to discuss specific situations in more detail.

For information on assistive technology and other accommodation ideas, visit JAN’s Searchable Online Accommodation Resource (SOAR) at JAN.org/soar.

As a manager, you are obligated in certain circumstances to initiate action to determine if an accommodation is needed, even if the employee has not asked for it.

You are encouraged to consult with your organization's human resources/labour relations functional specialists for guidance.

According to the Bureau of Labor Statistics, nearly four million educators, specifically teachers, working in preschool to secondary settings were employed in the United States in 2014.

In addition, there were close to 1.3 million professionals who taught in post-secondary settings, ranging from four-year colleges and universities to technology and culinary schools in that same year (Bureau of Labor Statistics, 2016).

The Guidance addresses what constitutes a request for reasonable accommodation, the form and substance of the request, and an employer's ability to ask questions and seek documentation after a request has been made.

The Guidance discusses reasonable accommodations applicable to the hiring process and to the benefits and privileges of employment.

The following are some examples of signs that might require further investigation to assess whether accommodation is needed: If you have spoken to the employee about specific behaviours and offered the option of accommodation on several occasions, and the individual does not wish to pursue the matter, remember to document the steps you took to show that you did everything you could to help the employee and that you fulfilled your obligations regarding the duty to accommodate.

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