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mesrianilawgroup · 8 months

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Examples of Reasonable Accommodations in the Workplace

People who have disabilities may sometimes need accommodations. In the context of the workplace, reasonable accommodations are adaptations and changes to environment or procedures that assist disabled workers in performing their job. There are also accommodations that prospective employees may need throughout the hiring process as well. Needs and abilities vary from person to person and therefore so do the accommodations granted to each individual. Many different types of accommodations are relatively easy to provide and most come at no real cost to the employer.

Who is an Individual with a Disability?

When an individual has mental or physical limitations to their ability to perform major life activities, they are considered disabled by the Americans with Disabilities Act and are entitled to reasonable accommodations. When requesting accommodations at work, if the disability is not visibly obvious, the employer may ask for a doctor’s confirmation that the accommodation is necessary.

Types of Workplace Reasonable Accommodations

Reasonable accommodations come in three main categories:

No Tech – Accommodations that require minimum cost and effort. This can include allowing someone more time to complete tasks or letting them eat at their desk.

Low Tech – Accommodations that require a small amount of cost and effort. This can include providing lumbar support for chairs or wrist supports for mice and keyboards.

High Tech – Accommodations that require extra cost and effort. This can include installing automatic door and providing screen readers.

Common Examples of Reasonable Accommodations in the Workplace

There are many ways in which an employer can provide reasonable accommodations for their employees such as:

Alterations – Changing the way a job is performed, the time frame it is performed in, or the people responsible for individual aspects of the job itself.

Equipment – Altering equipment such as chair modifications or changing the display and audio settings on a computer and/or providing devices such as desk heaters or magnifiers.

Help – Allowing personal aids or caretakers to provide assistance.

Materials – Making alterations to the format of provided information.

Parking – Providing accessible parking for employees.

Reassignment – Moving an employee to an equal position that is better suited to their needs.

Scheduling – Allowing for flexibility within an employee’s schedule to allow for extra breaks or time off for doctor’s appointments.

Technology – Providing things such as screen readers, modified headsets, and assistive software.

Job Restructuring

An example of reasonable accommodation may be changing the way a job is performed. This can be done by reassigning workloads amongst different employees, changing the employee’s location, or even removing or replacing certain duties.

Rearranging the way tasks and duties are divided amongst coworkers is one way to reasonably accommodate employees with disabilities. If there are two receptionists and one of them is dyslexic, that employee might handle the majority of helping guests and transferring calls while the other handles the majority of the paperwork and typing.

Some disabilities may prevent people from being able to perform their job in the given work environment, perhaps due to mobility or sensory issues. If the job can be done from home or at a more accessible location, it may be reasonable to allow the employee to do so.

There are also some aspects of the way a job is performed that may be easily eliminated or changed completely. A deaf employee may be allowed to handle correspondences via text and email rather than making phone calls. An employee with mobility issues may be permitted to mail things out rather than making deliveries.

Modified Work Schedules and Flexible Leave Policies

Some disabilities may cause an employee to require a modified schedule. If accommodating that schedule does not cause the employer undue hardship, then it would be considered a reasonable accommodation. This may involve extra breaks, regular days off, or even a part time schedule.

A person with an ongoing illness may require regular days off to receive treatment.

A person with chronic pain may only be able to work every other day or require three day weekends in order to recuperate.

A person with diabetes may require extra breaks to eat and manage their insulin.

There are also some disabilities that may require employees to take a leave of absence for more than a day or two. The employer is not necessarily required to provide paid leave in these situations, but they are expected to allow for disability leave when applicable.

A person with a condition that involves flair ups may need extra time off.

Some treatments may have extended recovery time.

The workplace may be temporarily inhospitable due to a person’s disability.

A person with a prosthetic may need time off for repair or replacement.

A flexible work schedule accommodation may also involve an employee being permitted to work remotely a day or two a week or working weekends instead of weekdays.

Modification or Purchase of Equipment or Devices

There are many accessibility aids that can help someone with disabilities in the workplace. Employers are required to provide reasonable equipment when necessary. However, employers are only responsible for things specifically needed for the job. Accessibility aids required for daily functions such as glasses or hearing aids are the employee’s responsibility.

Employees who are visually impaired may require:

Screen reading software

Braille or raised print copies of documents

Magnifying devices

Additional lighting

Employees who are hard of hearing may require:

Teletypewriters

Text telephones

Transcript software

Employees with mobility issues may require:

Telephone headsets

Modified equipment controls

Modified desks for wheelchairs

Stabilizing devices

Employees with dyslexia or ADHD may require:

Guided reading software

Employees with chronic pain may require:

Modified seating

Training

Employers are required to provide employees with disabilities the same opportunities for advancement as their coworkers. This means ensuring that any training is accessible to everyone. Ways that employers may provide training accommodations include:

Making sure that training sites are accessible

Providing training materials in alternative formats

Including sign language interpreters in presentations

Adding captioning to video/audio guides

Modification of Policies

There are some companies that have policies that may prevent a disabled person from being able to do their job efficiently or safely. These policies would have to be amended or the employee given exemption. Examples of this may include:

A worksite that does not allow animals permitting an employee to bring their service dog

A company with a ‘no eating on the clock’ or ‘no food at your desk’ rule allowing an exception for a diabetic employee

An employee with sensory issues or ADHD being allowed to wear headphones

Modified emergency evacuation plans for employees with mobility issues

A company that only provides on site parking for management providing a space for a lower-level employee with mobility issues

Modification of Physical Site or Building

Sometimes, the way the worksite itself is designed poses a hindrance to disabled employees that their coworkers do not face.

Structural changes are sometimes necessary, such as:

Building ramps

Adding accessible bathrooms

Installing elevators/escalators

Non-structural changes may also provide solutions, such as:

Setting up water coolers

Syncing an alert light to the doorbell

Moving meetings and training to another area

Provision of Readers, Communication Access Providers, or Personal Assistants

Some employees may need accommodations by way of third party assistance. This assistance may be needed occasionally or frequently depending on situation at hand. If providing this assistance does not cause undue hardship to the employer, it is considered a reasonable accommodation.

Readers may be employed to assist employees with vision impairments as well as those with dyslexia or learning disabilities. The reader should be able to comprehend the materials being read so that they can clearly and accurately provide the information.

Sign language interpreters can be especially useful for employees who are hard of hearing and/or mute to easily and clearly convey and receive information with their boss, coworkers, and clients.

Captioners and transcribers may be needed for employees who are hard of hearing or have auditory processing disorder when dealing with video presentations.

Drivers may be provided for vision impaired employees who are required to travel as part of their job.

Personal assistants can help in a myriad of ways such as:

Carrying things for employees whose disability involves a weightlifting restriction.

Retrieving or filing things on high shelves for an employee in a wheelchair.

Performing fine motor functions for those with conditions such as Parkinson’s.

Reassignment to a Vacant Position and Light Duty

Sometimes, an employee may develop a disability during their employment that makes it difficult or impossible to perform the job they were already doing. Sometimes, accommodations can be made. If there are no viable reasonable accommodations that can be provided, the employer may need to reassign them to another position with job duties they would be able to perform.

The reassignment should not be a demotion and should pay the same or a comparable salary. The reassignment should also not conflict with another employee being entitled to the position due to a collective bargaining agreement or any seniority system in place.

Some employers have provisions in place to assign employees to light duty when needed. This is not a requirement under the ADA, but a prudent option for industries that involve heavy labor and/or high risk of injury such as construction, fire departments, and law enforcement. Light duty positions are considered a reasonable accommodation if:

The employee is unable to perform their current job due to disability

The employee is qualified and capable of performing the light duty work

Reassigning the employee to the light duty job would not cause undue hardship

Other Accommodations

Other accommodations and considerations may be needed for employees with disabilities depending on the specific situation.

Some jobs compensate their employees for gas milage when traveling is part of their duties. If an employee can not drive due to their disability, the employer may compensate them for public transportation costs instead.

Employees who have learning disabilities may be provided extra personal training to ensure that they are able to fully grasp the skills needed for their job.

Employees with ADHD may be permitted to use their own organizational system rather than company standard or given more flexibility in how they complete tasks.

Employees may be permitted to join meetings via phone or video chat if their disability prevents them from attending in person.

Workplace Reasonable Accommodation Considerations

The following are all considerations that employers must account for when providing reasonable accommodations.

Cost – Most accommodations require relatively low cost to the employer, and some can be provided at no cost at all. Reasonable accommodations are often far less expensive than anticipated.

Essential Job Functions – While employers are expected to provide reasonable accommodations, they are not required to alter their standards for quality and production.

Providing Accommodation – Employers are not usually expected to provide accommodations unless an employee with a disability requests it.

Selection – If there are multiple accommodations that may provide the same assistance to an employee, the employer is permitted to chose which one they will provide.

Undue Hardship – If providing an accommodation would impose an undue hardship on the employer, such as exorbitant cost or difficulty, then they are not required to provide it.

What Are Essential Functions?

The tasks and duties that make up the foundation of a job are referred to as essential functions. The ability to perform those functions to a satisfactory level is what makes someone qualified to hold the position. An essential function is defined by:

Being the reason the position exists

The skill and expertise necessary

How many employees are able to complete the same tasks

Reasonable Accommodation Process

The ADA and the EEOC maintain that accommodation requests be taken into consideration case by case. First, the employee must inform their employer that they have a disability. Employers are not responsible for accommodating disabilities that they are not aware of. The reasonable accommodation process depends on open communication and cooperation between the employer and the employee.

Requesting Reasonable Accommodations in the Workplace

Every employer has their own procedure for requesting accommodations, usually through a manager or human resources department. The request must state the presence of the disability as well as how the disability prevents the employee from properly doing their job. It is best to make the request in writing and retain a copy for your own records. While it is not necessarily required to use the phrase ‘reasonable accommodation’ or cite the ADA, it is good to be clear and direct.

Obtain Preliminary Documentation

Employers are not entitled to an employee’s entire medical history. However, if an employee is requesting accommodation for a disability that is not obviously evident, the employer may request specific documentation from a healthcare provider confirming the disability and the need for accommodation. It is best to only prove the information absolutely relevant to the accommodation request and not allow the employer unlimited access to medical records.

Employers Responsibility When Responding to Reasonable Accommodation Requests

When an employee submits a request for a reasonable accommodation, they then begin what is known as an interactive process with their employer. This is an open communication between the employee and the person handling the request so that they can come to an agreement as to the best accommodation necessary for the situation. The employee may have specific ideas in mind and the employer may have follow up questions. The employer can request a confirmation from a health care professional that the accommodation is necessary if the disability is not obviously evident. The employer may also wish to review ADA guidelines to be sure of the extent of their responsibility. If the accommodation the employee is requesting is deemed too costly, the employer may want to do research to see if an equal but less expensive alternative is available.

Using JAN as a Tool

In 1983, the Department of Labor’s Office of Disability Employment Policy founded a free service known as the Job Accommodation Network to provide employers with information and guidance regarding job accommodations. Before the ADA was created, this tool established the standard for employer guidance when it came to working with those with disabilities. JAN provides a helpful summary of common problems and possible solutions known as The Employers’ Practical Guide to Reasonable Accommodation under the Americans with Disabilities Act. The guide is frequently updated as new situations are brought to their attention.

Does An Employer Need to Provide the Accommodation Requested?

When an employee informs their employer that their disability is affecting their ability to do their job effectively, the employee may already have an accommodation solution in mind. The employer may choose to provide that particular accommodation, or they might find another equally effective accommodation that may be cheaper or easier to provide.

Furthermore, employers are not required to eliminate any essential functions of the employee’s position. If the employee is unable to perform that function due to their disability, the employer may find them reasonable accommodations or transfer them to another position of comparable pay.

Similarly, employers are not required to provide accommodations that would create an undue hardship on the employer. This is generally in reference to expense and difficulty, taking into consideration the cost in relation to the employer’s finances as well as the impact of providing the accommodation. The definition of what falls under this classification varies between situations as an accommodation that could be easily provided by a large company might impose an undue hardship on a small business.

Employers are also not required to provide employees with personal services and devices needed for everyday functions. Things like glasses and hearing aids may be covered by employer provided health insurance, but they are not considered workplace accommodations.

Implementing Reasonable Accommodations

While there are no exact required guidelines regarding the procedure for implementing an accommodation, it is best practice to move things along quickly and maintain respectful communication. Employers are encouraged to keep perspective on what the employee needs in order to perform their job and not on the disability itself. The employee is often the best person to ask when trying to come up with appropriate accommodations as they know best where the difficulty is and may already have ideas. It can also be beneficial to take the abilities and strengths of individual employees into consideration when assigning job duties.

Monitoring Accommodation Effectiveness

It is important that the employer and the employee work together when implementing an accommodation. The employee best understands their disability and what they need to perform their job. The employer best understands the business and what impacts certain accommodations might have. Ultimately, the employer has final say in how they will accommodate their employees, but the accommodation must sufficiently resolve the issue. It is advised that all parties keep a clearly documented record of the process.

What Happens if Workplace Reasonable Accommodations are Denied?

Sometimes, when an employer denies an accommodation, the matter can be easily resolved. They may require medical confirmation or a more thorough explanation of how the employee’s work is impacted. It might be the specific accommodation requested is not possible, but an agreement can be reached for a comparable solution.

If a manager or supervisor denies an accommodation request, the employee may be able to take the matter to human resources. If the company has no HR department, higher ups such as a district manager or business owner may be the next step.

If the employee is a member of a union, grievances can be filed through their union rep. There may be other procedures for filing internal complaints as well.

If all else fails, it may be necessary to file an external complaint. Employees can contact the Equal Employment Opportunity Commission to file a claim for disability discrimination. It may also be necessary to speak with an employment lawyer.

Contact Mesriani Law Group if Reasonable Accommodations are Denied?

People with disabilities have the right to reasonable accommodations in the workplace. Employers are required to provide those accommodations unless they would cause undue hardship. Unfortunately, not all employers comply with ADA regulations and try to deny their employees accommodations. When this happens, legal action may be necessary. Our employment attorneys have the experience and dedication to help our clients through this stressful and difficult process. If your employer has denied your right to reasonable accommodations, call Mesriani Law Group today.

Workplace Reasonable Accommodation FAQs

What are examples of accommodation in workplace?

Some reasonable accommodation examples are: An office worker who has a vision impairment may ask for an extra lamp for their desk, a magnifying glass to help read paperwork, and screen reading software for their computer. An employee battling cancer may require a flexible schedule to allow for treatments and rest days. They may also need extra breaks or extended leave. A cashier with chronic pain may request to be permitted to sit while they work.

How do you explain reasonable accommodation?

The Americans with Disabilities Act defines a reasonable accommodation as any change made to the job itself, the workplace environment, or the procedures of the hiring process that allow a person with a disability a fair chance to get and perform a job as well as someone who does not have a disability. A reasonable accommodation should not cause undue hardship for the employer.

What is reasonable accommodation in HR?

A company’s human resources department is generally responsible for processing and fulfilling requests for reasonable accommodations. They may ask follow-up questions, request medical confirmation, and ensure that effective accommodations will be possible and affordable for the company.

How do I write a reasonable accommodation request?

An accommodation request should explain that you have a disability and because of that disability, you are unable to perform the essential functions of your job and are requesting an accommodation. You do not have to go into detail regarding personal medical information but be clear about where the issue is and how it can be resolved.

#California Employment Law #Workplace Accommodations #Disability Discrimination #Workplace Discrimination #Employment Law #Employment Laywers #California Attorneys #Americans with Disabilities Act

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queercremation · 10 months

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Sharing this to help anyone that needs it! ^^

#disabled #disability #disability rights #chronically ill #accommodations #disability accommodations #workplace accommodations

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sagevalleymusings · 2 years

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Complaining about healthcare on the internet like a normal millennial

I don’t want to rant too much at this public diary that no one reads, but let’s talk about accommodations.

I started trying to get accommodations at a previous job mostly because I was 1) afraid I was about to get fired 2) trying to get out of driving to work.

It was an hour drive each way in some of the flattest, most boring terrain in the country, and it would make me drowsy to drive through it. But I want to admit up front here that even though that previous sentence is true, part of why I was trying to get out of driving to work was because my supervisor at the time was so detrimental to my mental health that it had started negatively affecting my physical health to an alarming degree (it was during this time that I got diagnosed with liver disease, which was by no means caused by this supervisor but was certainly exacerbating it).

So I’m trying to be clear here that although I think the accommodations I was seeking were warranted, they were also fairly mild. I have fairly well-managed complex migraines and less well managed executive dysfunction. What’s been causing this executive dysfunction is unclear - I’ve been chalking it up to a combination of migraines and fatigue, but it could be narcolepsy or ADHD or something else. These two things are inhibiting, but not to the point that I am incapable of working without assistance - just perhaps incapable of working as efficiently as a neurotypical person.

So the conversation with my doctor went like this.

Me: The migraines are an issue, but what I’m more worried about is the chronic fatigue. I get so drowsy on the road I start to fall asleep.

Dr. For the migraines I would recommend preventative medication. Plus it will make you lose weight 🤡 As for the drowsiness, I’m going to have to report you to the DMV. I’m not really sure what accommodations for that would look like, I’ll have to do some research. In the meantime talk to this sleep center about doing a sleep study and this psychologist about ADHD.

Time Passes

Me: My appointment to do an intake with the sleep study is in two months, that’s the earliest they’ll see new patients. They’ll schedule the study after the intake. Dr.: 😦

Me: The DMV called and said if it’s really the case I’m falling asleep on the road, they’ll have to revoke my license

Dr.:😮

Me: So I quit my job instead, and I don’t have to drive out that distance any more. I’m trying to follow up with the sleep study but I’m changing insurance now, so I had to delay the appointment.

Just FYI the DMV did not revoke my license, but I also haven’t been back to renew my license, so for all I know I’ll walk in and they’ll just take my card away and not give me a new one. This is why I prefaced this by saying part of the issue was abusive workplaces practices, because I think it’s a wild exaggeration of the situation to say I deserve to have my license revoked over this. I don’t get drowsy driving normally and I don’t think it’s that unusual for people to be drowsy driving in the dark at six in the morning for an hour on a completely flat highway.

Not that any of that matters, because my new job is work from home. I do almost no driving by myself any more, so this really is a non issue.

Time continued to pass, and I was more honest with my new company about the kind of software I wanted on my computer, mostly because they wouldn’t let you download anything without permission, so I had to be honest. They didn’t let me download any of the applications that I wanted, and we went back and forth on it, but what I landed on with them was, ‘I don’t have an ADA in place and might not need one, so I wouldn’t worry about it that much’ which turns out was a mistake as far as conclusions go.

At this point, I haven’t had the sleep study or the psychologist’s assessment. I never scheduled with the psychologist (it continues to be hilarious to me when people attempting to get diagnosed for ADHD trip on step one). Mostly this is because it took them a month to call and by then I had already quit my old job anyway, but I won’t say I *didn’t* forget to call them back.

As for the sleep study, getting benefits sorted out is surprisingly difficult. I had to reschedule the sleep study four times - three times it was because the insurance wasn’t sorted and once it was because I couldn’t get the time off work. Eventually I just canceled. I’ve since called back, and they said that after the first six months they wouldn’t accept the one-year referral my PCP issued any more, and I had to get a new one.

Which I didn’t bother doing because I was struggling enough as it was just to continue to have my current medication covered by insurance. And by covered I mean *not* covered but it’s okay because this is America and apparently you can just download a free app that pretends to be insurance if your insurance won’t work. It’s only twice as much as it would have been at the old job.. And actually, by twice as much, I mean the app *also* wouldn’t cover my medication, so we had to go with a different medication which is clinically less effective but also not two hundred dollars for a month supply.

In the meantime I haven’t been doing that great at my job, apparently. I found this out without any preamble. I thought I had been doing a pretty good job and all of a sudden my manager informed me that I’m making twice as many mistakes as anyone else on the team.

Or rather, what actually happened was that my manager pulled me into a meeting with their manager “just to check in” and their manager said, “you’re not in trouble, I just want to get to know you. So I hear you have some visions problems, tell me more about that” and proceeded to ask veiled questions about the kinds of accommodations I might need and why and if it seemed to be the case that any performance issues I may have had were due to health reasons, and took a bunch of notes, and then *after* that meeting my manager told me I was making twice as many mistakes as everyone else on the team, and that my only goal for the future was not to make any mistakes at all.

And I do mean no mistakes. When I asked for clarification, saying, “I know in an ideal world there wouldn’t be any mistakes, but how many mistakes should I be expecting to make on average” my manager doubled down and just said, “If mistakes are happening they should never be your fault.”

Setting that aside, I think it’s important to emphasize that if I’d actually ever bothered to have an ADA on file, which I did not because my ADA meeting with my PCP was for a different job, that entire meeting would have been actionable. The kinds of questions this person was asking me, trying to get me to disclose private medical information with the sole purpose of determining whether or not they could legally punish me, are not okay. The way in which I was being asked, as though it were about something entirely unrelated, was deeply unethical. I would not have been as frank and open as I was had I known these questions were performance related.

So lesson one for my non-existent audience out there: never disclose your medical information to your employer for any reason, even if it is affecting your job performance. Go straight to HR.

And the reason I say go straight to HR is because I’m now stuck on the next step. HR: Your manager tells us you’ve requested accommodations. We’ll try to accommodate you if we feel it’s reasonable. You have exactly two weeks to fill the paperwork out and return it.

Me to my Dr’s office: I need this paperwork filled out in the next two weeks.

Dr’s office: We can see you in four weeks (at 8 AM) at the earliest 🙂

I think it’s relevant to add that there’s a company policy against taking sick leave with less than two week’s notice. On top of that, the last thing I was told by my company was ‘we’re not saying you *can’t* request off, just that we probably won’t be able to approve it while we’re so short staffed.’ So even if my doctor had been available sooner, I wouldn’t have been able to schedule it, because I couldn’t request the time off.

But if I *did* request the time off, my manager would know exactly why, because they’re the ones who submitted the request to HR in the first place. There’s no way to avoid that, and ultimately I would say that’s a HIPPA violation -because I won’t know until *after* the meeting with my doctor whether it’s relevant to my job or not.

And at the end of the day, even if I manage to get the paperwork filled out in a month’s time, it took two months to get the appointment for an *intake* for a sleep study, and the last time I talked to anyone on a waitlist for ADHD, it was SIX months.

If, as was the case the first time, my PCP decides not to recommend accommodations directly, but leave that up to a specialist after getting a clearer diagnosis, then my request for accommodations could be stalled out for the next eight months to a year as I slowly make my way through the broken medical system we have here in the US. In the meantime, my manager has made it very clear that I am to make. And I say this again for emphasis. Zero. Mistakes.

At least in the UK when you spend seven years on a waitlist for ADHD, it’s free afterwards. WSU only has a three month wait list but they won’t take insurance and it could cost up to six hundred dollars for an intake.

So anyway if this post gets a hundred likes I’ll start a Go Fund Me for either legal fees or medical bills I guess.

#workplace accommodations #disability awarenss #medical diagnosis #US Healthcare #I got a little carried away so I'll throw it in here #pretty much everyone I know with a disability of any kind has a story like this #bouncing from employer to doctor to employer to doctor again #for months on end #just to be told that no one can see you right now #or that your insurance won't cover the expense #or that you're fired now because the accommodations you're asking for are unreasonable #I just want to live my life without being afraid #is that really too much to ask

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jemmabrown · 2 years

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#Disability and #work: How can employers remove barriers for #disabled job seekers.

I was recently at an event and I was asked how employers can encourage diversity in the workplace, specifically around disability. I didn’t really have an answer, I still don’t have all the answers but I have given it some thought. I have some ideas so I thought I would share them. Disclaimer I am not an employment expert, these are just a few ideas. Actively seek out disabled job seekers with…

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#access #disability #employment #work.#workplace accommodations

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ew-selfish-art · 10 months

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The Justice League team meeting was wrapping up on the Watchtower, all major heavy hitting heroes present and involved.

“Are there any final closing remarks?” Batman asks in his grumbling tone, tired from endless family antics and the shear length of the all-hands meeting.

“Yeah, uh, actually I have something.” Phantom speaks up. He’s normally very reclusive and rarely attends their meetings. The league is aware that his ghostly titles make him hard to pin down, and in general, he’s spoken often about not getting too involved with the affairs of the living. He’s all about balance so over-stepping is something he actively avoids.

“One of you is about to die and it’s getting really annoying to deal with. This is supposed to be an accommodating work space, so like, chill it out with the flowers.” Phantom announces.

“Is that a threat?” Batman instinctively replies, not taking kindly to the inclination that a team member is in harms way and that it’s an annoyance rather than alarming.

“What? No. Dude I can literally sense Death, and while she’s cool and all, I would just really appreciate who ever it is with Hanahaki disease confess already or manage their waste better. Im not bringing kryptonite to the tower so it’s not nice to keep finding blood blossoms in all the meeting room waste bins.” Phantom sounds frustrated but all of sudden alarm bells are blaring.

Batman is processing that Phantom has been working under duress when they literally dealt with Darkseid last week AND that someone on the tower was literally dying of a curable disease.

“Why didn’t you bring this up sooner?” Wonder Woman presses, her concern obvious to everyone in the room.

“And what? Exacerbate their disease for what’s basically a really bad allergy?” He rolls his eyes. Nobody liked that.

“An allergy wouldn’t kill you Phantom you shouldn’t trivialize-“

“Peanuts and bees kill people all the time. The issue is that it’s not my place to interfere with someone dying. Death would badger me for decades if I did. So like, can y’all sort out a way for them to get rid of the flowers? Or like, if it’s one of yall, could you just confess already? It’d be a huge bummer to work with you from the other side of the veil.”

*hero of your choice coughs up a petal*

“Uh, I mean I’m the Ghost king, want me to put in a good word for you? I can try to find Aphrodite in the Realms and see if she’ll help you out?” Phantom looks equally awkward as he is excited to help.

*pairing of your choice moves forward*

#dcxdp #dpxdc #dc universe #danny phantom #watchtower #justice league #workplaces need to accommodate for a variety of hazards #hanahaki #blood blossoms #hanahaki disease is the origin for blood blossoms #dc x dp crossover #dc x dp #dp x dc writing prompt #dp x dc

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chimaera0803-blog · 2 months

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I hate when bosses tell you "if you're too sick to come into work then you need to be resting." It's so ableist. It completely ignores that contagion doesn't equal severity. Its very paternalistic and doesn't allow for reasonable accommodations. Thinking like this is part of why disabled and chronically ill people have a hard time keeping jobs.

If an employee is telling you they can be productive while caring for themselves and protecting others, it's not your place as a supervisor to prevent them from working.

#disability rights #disabled #chronically ill #chronic illness #autoimmine disease #spoonie #accommodation #work from home #public health #workplace discrimination #ableism #bodily autonomy

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innko · 3 months

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it’s ok, shit happens to the best of us

#nothing under the sun is new and my situation is not that unique.#reminders to myself before i send a stressful email… i need to see about returning to grad school i’ve been on leave from for 2 years #part time since i’m in too bad of shape to do much else #tough shit finding a job in this condition #and unless doctors help me more with documentation getting accommodations in a workplace is impossible #but it’s easier at uni #innko talks

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bluegraywilde · 7 months

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Hear me out

#what if workplace accommodation #meant a cute boy under my desk #this is in fact a joke #we respect the ADA in this household #but also

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void-galaxy-shenanigans · 1 month

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“Reasonable” Accommodations that may get approved in a workplace (or school)

(this is obviously limited by our specific disabilities and varies job to job, but based on what we’ve asked for and what we’re currently discussing with our work’s HR/disability department)

a) headphones or earbuds with music

(In school we used this for tests. We were sometimes asked to test separately (different room, different time) from other students because of this, but it almost always got approved even pre ADHD diagnosis. At work, this helps us prevent overstimulation and thus work more effectively & safely. There’s more hoops and paperwork for a workplace, but we work in fast food and they’re actually letting us proceed with paperwork and the hoops to jump through so we can do it. We do have to have a “medical provider” sign off on paperwork &/or an official note stating that they know we’re disabled and agree we need the accommodation, but our workplace includes therapists for that. We’ll probably still involve our psychiatrist for backup/support, but they mostly just care that a professional backs us up. At school it didn’t matter what kind, but we’re discussing what kinds of earbuds/headphones are allowed with works disability people because food safety protocol limits which kinds they allow.)

b) texting in instead of calling out sick

(We go mute when we’re honestly sick, either because sore throat happens first or because the stress and overstimulation that come with being sick makes us mute (¿autism? ¿ADHD? ¿sensory processing disorder? it’s something around there). Usually a workplace avoids this because some people might text in sick when they just don’t want to work or have fun plans, so the big thing here is validating that you won’t call in just because and you’re texting because you *can’t* talk when sick. You do want to stress can’t or they’ll demand you to do it anyway. So it’s possible to ask for the ability to text instead (using text capable phone numbers or a messaging app if your work has one), and discuss with management or go through the HR paperwork to have that.)

c) more frequent breaks / more breaks

(This is a big one for physical disability. We usually ask for this because asthma & POTS together can be a nightmare. They usually don’t want to let you sit while doing your job in fast food, but they may be willing to let you take more frequent breaks or more total (a ten minute break every two hours as an example). Usually they stick to the legal minimum, so you may have to do HR paperwork for this &/or have a doctor’s note about why you need this (injury or physical disability).)

d) shorter breaks

(this one can better for ADHD/autism sometimes, or any dissociative disorder. the longer breaks usually get me out of Work Mode™ or give me too long to start dissociating. (I don’t always ask for this but it might work for you.) sometimes this just means breaking your 10min breaks into 5's, or breaking a 30 into two 15's or three 10's. it can also go with more breaks overall. it depends on your needs. this also usually requires a doctor’s note unfortunately.)

e) ability to take an Emergency Break™

(by this I mean an unscheduled break. In this case I’d need it for PTSD or a panic attack— the ability to step away (just nudge a manager or tap a code or have them know that sometimes you’ll have to duck out without communicating at the time) to let ourselves calm down. this could also be for physical disabilities where you may have an unpredictable episode, collapse, or a sudden/unpredictable need to use the bathroom or eat. usually managers get angry if you step away when you aren’t scheduled to do so, especially if there’s a lot of customers (peak period, rush, etc.).)

f) alternate communication methods

(we work in a kitchen environment. there are alerts for hot, cold, knife, blind corners, etc. as well as alerts when something runs out or is about to run out up front. we need to communicate (acknowledge or respond) with coworkers. but we go mute sometimes. so having a method like....three knocks means ‘working on it’, two knocks means ‘I heard you/acknowledged’, and four knocks means ‘I’ll do that now / I’ll start that now’. Or sign language (official language or one you work out between coworkers & managers; I haven’t learned ASL yet so I rely on signs most people will understand, like a hand drawn across my neck and then miming speaking (mouth movement with hand) to say ‘I can’t speak’/I’m mute), or hums/whistling/non word noises, or another method that works for you.)

g) ability to bring/have stuffed animals / comfort items or fidget toys

(this is obviously limited by what job you do. but when in school, we often did this to help us regulate. some jobs may allow this as well, especially with backup from a doctor, therapist, psychiatrist, or mix thereof. they might limit the size or type, but it’s worth investigating, if any fidgets or comfort items will help you concentrate or work easier or more effectively.)

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This is a starter list, but it may be a good leaping off point or give you ideas for something you may not have considered or thought possible/worth asking for before. If this helps even one person get the accommodations they need, then it’s done its job. ☺💜

¡Please add on if you have any suggestions for your disabilities or any of the ones included here!

~Nico (he/they)

#he/they #~Nico #disabilities #disability #disabled #disabilties #accommodations #accommodation #work #job #capitalism #work accommodations #workplace #school #school accommodations

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