In addition, the individual's treating physician can play an important and sometimes critical role in the accommodation process. It need not necessarily have to be the accommodation the employee "preferred." Rather, the accommodation need only be "effective." In other words, the accommodation must ultimately meet the objective of permitting the employee to perform the "essential functions" of the position. The Equal Employment Opportunity Commission (EEOC), the federal agency in charge of enforcing title I of the ADA, "envisioned an interactive process that requires participation by both parties." While the employee is required to request an accommodation, the specific accommodation requested need not be the one that is specifically granted. It is important to involve the person with epilepsy in the process of determining what accommodation might be needed. For the person in the process of changing medications, the possibility of breakthrough seizures may necessitate a request for flexible hours for a period of time as an accommodation or require a short break if a seizure occurs at work. For example, an individual experiencing memory problems, due to side effects of certain medications, may request that specific instructions or directions be put in writing instead of given orally. There are no so-called "blanket accommodations" that would be appropriate for every individual with epilepsy or seizures.Accommodations should be considered on a case-by-case basis with attention to the person's individual limitations or needs.
#Work accommodations how to#
Nature and cost of the accommodation requested.Whether a particular accommodation imposes an "undue burden" depends on a variety of factors including The ADA equally protects all disabled individuals regardless of which state they live in.Īn employer must make reasonable accommodation for a known disability unless to do so would impose an undue burden on the employer. A "qualified individual" with a disability is one who is able to perform the essential functions of the job, with or without reasonable accommodation. Title I of the Act prohibits employment discrimination against qualified individuals with disabilities and applies to private employers with 15 or more employees. The Americans with Disabilities Act (ADA) was enacted to prohibit disability-based discrimination.
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