If the employer isn't prepared to accommodate a disabled employee in their business, they might not have the tools in place necessary to welcome and accommodate the disabled employee when such an illness occurs.
A company must demonstrate due diligence when providing accommodations and be prepared to defend decisions made on the grounds of undue hardship due to cost or risk.
Moving the discussion now from legal considerations to practical incentives, this article examines the costs and benefits of accommodating employees with injuries and disabilities.
Keep the conversation to the whats and whens: What can/can’t the person do, what do they need, and what is the duration of the restrictions or limitations?
Don’t ask for details you don’t need to help them, such as what disease or condition caused their impairment, what treatment they are receiving, or if they’re taking their medications.
At some point in your career, one of your staff or trainees will come to you requesting accommodations to do their job.
Many of us are concerned that we won’t know how to handle it when someone comes to us needing help or that making accommodations might be expensive or difficult.
In fact, some employers might not know how to properly accommodate a disabled employee; this can be detrimental to all parties involved.
Only ten percent of small employers even know that there is a one in three likelihood of a worker between the ages of 35 and 65 suffering a serious disability, according to a 2002 study by the American Council of Life Insurers.
October is National Disability Employment Awareness Month, which was created to recognize the contributions and skills of American employees with disabilities.