For DVD version of this video or available training information please
contact Teri Sosa at (325) 655-2005 or via email -
teri.sosa@twc.state.tx.us
Reasonable Accommodation
Is any change or adjustment to a job or work environment that permits a
qualified applicant or employee with disability to participate in the job
application process, to perform the essential functions of a job or to enjoy
benefits and privileges of employment equal to those enjoyed by employees
without disabilities.
Examples of Reasonable Accommodations
Providing or modifying equipment or devices
Job restructuring
Part-time or modified work schedules
Reassignment to a vacant position
Adjusting or modifying examinations, training materials or
policies
Providing readers and interpreters
Making the workplace readily accessible to and usable to and
usable by people with disabilities
Positive impacts for hiring individuals with disabilities
Employees with disabilities have equal or higher job
performance ratings.
Employees with disabilities have higher retention rates
and lower absenteeism.
Employees with disabilities can better relate to customers
with disabilities who represent $1 trillion in annual aggregate consumer
spending.
Diverse workgroup have been proven to create better
business solutions.
People with disabilities are becoming more educated and
are proven to have met and overcome challenges.
A person with a disability motivates work groups and
increases productivity.
Employing people with disabilities is good for the
individual, the business and society.
People with disabilities are motivated by the desire to
give something back and for the opportunities for personal growth, job
flexibility and social inclusion.
Employers who hire and accommodate employees with
disabilities can receive tax benefits.
Questions & Answers about ADA
Q.
Is an employer required to provide reasonable
accommodation when employee applies for a job?
A.
Yes. Applicants as well as employees are entitled to
reasonable accommodation.
Q.
Does a person with a disability have to pay for needed
reasonable accommodation?
A.
No. The ADA requires the employer to provide the
accommodation unless to do so would impose a hardship on the business.
Q.
Does the employer have to make non-work areas used
by employees, such as cafeterias, lounges, or employer provided
transportation accessible to people with disabilities?
A.
Yes. Employers are required to provide reasonable
accommodation that covers all services, programs and non-work
facilities provided by the employer.
Q.
If an employer has several qualified applicants for
a job, is the employer required to select a qualified applicant with
a disability over other applicants without a disability?
A.
No.
Q.
Can an employer refuse to hire a person with a
disability because he believes that it would be unsafe, because of
the disability, for the individual to work with certain machinery
required to perform essential functions of the job?
A.
Yes. The ADA permits an employer to refuse to hire
an individual if he/she poses a direct threat to the health or
safety of him/herself or others.
Do's & Don'ts Checklist
Do recruit and hire people with disabilities.
Do learn how to communicate with people who have
disabilities.
Do ensure that your applications and other company
forms do not ask disability-related questions.
Do treat and individual with a disability the same
way you would treat any applicant or employee with dignity and
respect.
Don't assume that persons with disabilities are
unemployable.
Don't assume that persons with disabilities lack
the necessary education and training for employment.
Don't ask if a person has a disability during an
employment interview.
Tax Savings
For more information refer to our
Tax Credits and Incentives
page or call Texas Workforce Commission WOTC Unit at 1-800-695-6879
