Once you’ve identified the need for a reasonable accommodation, it’s time to make the request. The information and suggestions below will help you prepare for that discussion.
- Understand the essential functions of the position. You may not know whether accommodations are needed unless you have a good sense of the job's essential functions. Help-wanted ads and job descriptions are useful, and you can make some additional assumptions based on your general knowledge of the occupation. Be sure to ask targeted questions during the interview, such as "What skills are most important to success in this position?" and "Please describe a typical day." Also ask to see the actual workspace. Do as much you can to learn how your disability-related limitations may impact your ability to perform essential job functions, and how these can be effectively overcome – ideally before you start a job.
- Know what you need. It's not your employer's responsibility to figure out how to help you. Think about what has worked for you in school, previous jobs, or in your home life. Also consider alternative accommodations that may be equally effective. JAN's Searchable Online Accommodation Resource is a valuable tool for helping you understand your options, as are the JAN consultants who provide personalized assistance.
- The Americans with Disabilities Act (ADA) does not require that you use the phrase "reasonable accommodation" when making your request, nor that you specifically reference the ADA. You can simply tell the employer that you have difficulty performing certain job duties as a result of a disability.
- While not required, it may be best to make your request in writing. JAN has developed a suggested structure for your letter.
- Frame your request in terms of how it will positively impact your job performance. Emphasize improved productivity and work quality. Remember, the accommodation is simply a strategy or tool to help you perform as well as, or better than, other employees in similar positions.
- Be honest, open, and direct. Explain your needs and suggested solutions in a clear and unambiguous way. Seize the opportunity to partner with your employer, while also demonstrating your assertiveness and problem-solving skills.
- Provide the employer with approximate costs and put him in touch with useful resources. For example, it would be helpful to tell him where a specific assistive device can be purchased, or refer him to a JAN consultant or other disability specialist who can provide more information.
- Identifying and implementing an accommodation is an interactive process. This means that you should provide relevant details about your disability, including medical documentation, if requested. It also means being flexible in terms of the accommodation that you're willing to accept. If there are several options for effectively accommodating your disability-related limitations, your employer can select any one of them, even if it's not your preference. Although your employer is legally required to provide accommodations, be sure to express your thanks for the support you've received. Also communicate regularly on how the accommodation is working for you. Remember, a spirit of cooperation and graciousness will go a long way toward fostering a positive and long-term relationship with your employer.
For additional tips and scripts related to requesting an accommodation, don't miss our post titled Sample Disclosure Statements for Various Stages of Employment.
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