This accommodation is available only for incumbent workers.ДЇor examples of common accommodations for specific disabilities, visit JANвЂ™s Accommodation Information by Disability: A-Z. Reassigning an employee with a disability to a vacant position for which he or she is qualified when no longer able to perform the essential functions of the current job with or without reasonable accommodations.Providing assistive technology or devices such as computer screen readers for employees with visual impairments or a specific telephone that is compatible with an employeeвЂ™s hearing aid (this does not include personal assistive devices such as hearing aids or prosthetics).Adjusting or modifying tests and training materials (for example, providing materials in alternate formats, such as braille, CD or large print).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.Modifying work schedules to allow an employee with a disability to attend to matters related to treating the disability such as medical appointments or medication schedules.Job restructuring such as altering when and/or how an essential function of a job is performed or reallocating marginal job functions that an employee is unable to perform because of a disability.Reasonable accommodations may include, but are not limited to: A CAP may also consolidate funding streams for some or all accommodations at a level removed from the department or unit in which the individual is working. Furthermore, research by the Job Accommodation Network (JAN)В indicates that more than half of accommodations cost nothing at all.ДЄ best practice related to accommodations is the establishment of a centralized accommodation program (CAP), which consolidates in a single office or location subject matter expertise necessary to assess, evaluate and select effective and meaningful accommodations. Not all people with disabilities (or even all people with the same disability) will require the same accommodation or any accommodation. Reasonable accommodations may also be necessary to assist a person with a disability to apply and interview for a job.ДЄccommodations vary depending upon the nature of the job and the needs of the individual applicant or employee. In this way, they are important retention and advancement tools. Reasonable accommodations are adjustments or modifications that enable people with disabilities to perform the essential functions of a job efficiently and productively.

Work accommodation letter examples