Job Accommodation Network Research Articles

Using Job Accommodations for a Return to Work - Clinicians’ Role

<h3>Research Objectives</h3> Identify the role Clinicians play in assisting people with disabilities with accessing job accommodations that best support their return to work. <h3>Design</h3> Cross-sectional survey. <h3>Setting</h3> People with physical disabilities primarily in the Midwestern United States. <h3>Participants</h3> Convenience sample of 333 people with disabilities recruited through multiple sources and responded to an online survey. <h3>Interventions</h3> None. <h3>Main Outcome Measures</h3> Description of frequently used job accommodations and clinical staff supports. <h3>Results</h3> 261 of the respondents reported using one or more job accommodations. The most common accommodations used were flexible scheduling, telework, modifying work areas, and providing adaptive equipment. Twenty-one percent reported their employer was unfamiliar with providing job accommodations. Only 3% of the respondents were familiar with the Job Accommodation Network and only 38% reported receiving vocational rehabilitation services. Eighty-seven percent of respondents stated physicians were very helpful or helpful in their return-to-work process. Other therapy staff, including physical therapists, occupational therapists, and speech language pathologists were rated as 93% very helpful or helpful. <h3>Conclusions</h3> People with disabilities often do not know that they can request reasonable accommodations from their employers. Accommodations usually require a note from their physician substantiating the need. Physicians and other clinicians should discuss with their patients the kinds of job accommodations that would assist return to work. The therapy team plays an important role in supporting the return-to-work efforts of their patients by assisting with the identification of appropriate accommodations. Once accommodations are identified, therapists can incorporate work simulation activities into rehabilitation services in preparation for return to work. This poster will review the job accommodations and return to work process with support from the clinical rehabilitation team. <h3>Author(s) Disclosures</h3> The authors report no conflicts of interest.

Identifying the job accommodation needs of American workers with mid-career neurological disabilities: A multiple case study investigation

BACKGROUND: The COVID-19 pandemic has wrought an unprecedented toll on vocational rehabilitation efforts to assist workers with disabilities in maintaining their careers. OBJECTIVE: To demonstrate the use of a psychometrically sound assessment instrument and resource-driven planning procedure to help workers with disabilities resume or retain their employment. METHODS: Four employed people with neurological disabilities who took part in a larger job retention project funded by the United States Department of Labor completed structured interviews to determine their needs for employment accommodations during COVID-19. A trained interviewer administered the Work Experience Survey (WES) in teleconsultation sessions with each participant to identify: (a) barriers to worksite access, (b) difficulties performing essential job functions, (c) concerns regarding continued job mastery, and (d) extent of job satisfaction. RESULTS: Owing primarily to the sequelae of their disabling conditions and less so to social distancing requirements and telecommuting technology, participants reported a wide range of accessibility barriers and difficulties in performing essential functions of their jobs that they believed had the potential to significantly affect their ongoing productivity. Considering the stress and uncertainty that have accompanied the COVID-19 pandemic, it is surprising that the majority of participants reported high levels of job mastery and job satisfaction. CONCLUSION: The interviewer concluded the WES interview by recommending a job accommodation plan, which included suggestions from Job Accommodation Network (JAN) consultants.

Using the Work Experience Survey and the Job Accommodation Network to Identify Reasonable Accommodations in the Workplace: Case Studies of African American Women With Multiple Sclerosis

PurposeFour African American women with multiple sclerosis (MS) participated in an evaluation of barriers to their continued employment.MethodsA trained interviewer completed the Work Experience Survey (WES) in teleconsultation sessions with each participant to identify their: (a) barriers to worksite access, (b) difficulties performing essential functions of their positions, (c) concerns regarding continued mastery of their careers, and (d) extent of job satisfaction.ResultsResulting largely from the physiological, sensory, and cognitive sequelae of their disease, participants reported a wide range of difficulties in performing essential functions of their jobs (15–45) that have the potential to significantly affect their productivity. Career mastery problems reflected issues associated with MS such as “believing that others think I do a good job” and “having the resources (e.g., knowledge, tools, supplies, and equipment) needed to do the job.” Other career mastery concerns reflected idiosyncratic aspects of a specific job setting such as “being able to speak with my supervisor about promotion.” Considering these barriers and relationships with employers, the majority of participants reported low levels of job satisfaction.ConclusionThe interviewer concluded the WES interview by recommending a job accommodation plan, which included suggestions from Job Accommodation Network (JAN) consultants. The interviewer also offered guidelines for the employee to follow in requesting job modifications and assistive technology.

Accommodating individuals with traumatic brain injury: An analysis of employer-initiated cases handled by the Job Accommodation Network.

The Job Accommodation Network (JAN) has provided customized accommodation information to employers, individuals with disabilities, and their representatives (e.g., family, rehabilitation counselors, union representatives) since 1983. For each inquiry where such information is sought, detailed records are maintained regarding the type of inquiries made and the information provided. The objective of the current study is to present a descriptive analysis of the employer-initiated cases related to Traumatic Brain Injury (TBI) handled by the accommodation specialists at JAN during the five years from 2012 through 2016. Records related to instances of TBI as recorded by the JAN accommodation specialists were reviewed. Information pertaining to the type of business, occupational category, limitations being experienced by the individual, and issues discussed with the accommodation specialist are presented. The type of businesses and the occupational categories indicated by the employer were broad ranging, although there was a preponderance of cases in the area of Public Administration. Limitations related to cognition were the most frequent for which employers sought accommodation information. The largest category for the type of issues discussed was related to the Americans with Disabilities Act and other disability-pertinent legislation. The incidence of employers seeking accommodation information for individuals who have incurred a TBI is very low (0.5%). Findings support those of other authors such as Ponsford and Spitz (2015), in that accommodation information was most frequently requested for individuals in professional (i.e., office-type jobs), rather than for laborer positions.

Exploring the Costs of Providing Assistive Technology as a Reasonable Accommodation

The provision of assistive technology (AT) as an accommodation is often associated with a cost. Employer concerns about the cost of providing AT can be a barrier for individuals with disabilities (IWD) who are seeking employment. Rehabilitation counselors &amp; students should be prepared to address employer concerns regarding the cost of an accommodation in order to facilitate successful job placement and/or retention of IWD. This study evaluated the average cost of providing AT in the workplace compared to the average cost of providing other types of accommodations, as reported to the Job Accommodation Network (JAN) by employers. Results of this study show that there is no significant difference in the cost of providing AT in comparison to the cost of providing other types of accommodations (N=72). Rehabilitation professionals can use this information when exploring strategies for negotiating for the use of assistive technology by consumers as an accommodation.

Employment Accommodations for People with Disabilities: Does Gender Really Matter?

AbstractThe Americans with Disabilities Act (ADA) requires employersto provide reasonable accommodations for any qualified individual with adisability. By examining the ongoing evaluation data from the Job AccommodationNetwork (JAN), this study seeks to investigate whether or not genderdifferences are present in the reasonable accommodation process. Open andclosed-ended data are collected using a 20-minute structured telephoneinterview of JAN customers (n= 1,247; 44% response rate). The results show veryfew differences between men’s and women’s accommodation request types, whetheror not accommodations were granted, the costs of requested accommodations, andsatisfaction with JAN. A significant difference, however, was found by genderon the effectiveness of the accommodation. Key Words: Accommodations, Disabilities, Gender, Employment, Social Work Practice

Implications of Workplace Accommodations for Persons With Disabilities

Demand-side and supply-side factors are explored related to workplace accommodations for individuals with disabilities. Employers who had sought and received consultation from the Job Accommodation Network were later contacted for a follow-up interview. The data from these 1,293 interviews include effectiveness of customized employment, direct benefits to employers, and indirect benefits to employers. The primary demand-side benefits of effective accommodation implementation identified by these employers were (a) retained a qualified employee, (b) increased the overall company's productivity as well as employee's productivity, (c) eliminated cost of having a new employee, (d) increased overall company morale, and (e) increased the accommodated employee's attendance.

Functional limitations in TBI and their relationship to job maintenance following work re-entry

Using data from the Job Accommodation Network Information System (JANIS), the utility of self-reported functional limitations was examined in relationship to job maintenance for individuals with traumatic brain injury (TBI) who had returned to work. It was found that memory loss and attention/concentration concerns were the most common functional limitations reported. To further establish which limitations were associated with job maintenance, a binary logistic regression was applied. Results suggested that the presence of medical symptoms and emotional dysregulation were reliably and inversely associated with job maintenance. Implications are provided for further research as well as the practice of rehabilitation counseling.

Employers' perceptions of the benefits of workplace accommodations: Reasons to hire, retain and promote people with disabilities

Despite the legal mandates of the ADA, people with disabilities continue to be underrepresented in the workforce. While there does exist an established body of research devoted to the hiring of individuals with disabilities, information on retaining individuals with disabilities in the workplace has not been reflected as often in the critical discourse devoted to disability and employment practices. This article analyzes data from an ongoing study conducted by the Job Accommodation Network (JAN), a service of ODEP (Department of Labor 1004062R), showing that employers benefited from hiring, retaining, and accommodating individuals with disabilities. Benefits derived by employers include the ability to retain quality employees, increased company profitability, and an avoidance of costs associated with hiring and training a new employee. In addition to these benefits, providing accommodations in order to retain employees is shown to improve organizational culture and climate, as well as fostering a sense among all employees that employers recognize both the value of the individual worker as a human being, and the inherent social benefits of creating and sustaining an inclusive workplace.

Employer benefits from making workplace accommodations

Background This study explored workplace disability accommodations and their benefits. The participants were employers and human resource professionals who had not used the services of the Job Accommodation Network (JAN). The companies included large businesses (more than 499 employees) and small businesses (fewer than 500 employees). Objective/Hypothesis The intent of this investigation was to assess the disability accommodations and benefits for the employers. Methods The study used responses to online survey from194 employers to discuss disability-related accommodations for an employee or potential employee. The survey included 128 employers who reported having had a person with a disability who requested an accommodation. Results As reported by the employers, the most frequently mentioned direct benefits from implementing workplace accommodations were (a) retained a qualified employee, (b) increased worker productivity, and (c) eliminated the cost of training a new employee. The most frequently mentioned indirect benefits from accommodations were (a) improved interactions with coworkers, (b) increased overall company morale, and (c) increased overall company productivity. The most frequently reported types of implemented accommodations were buying equipment and changing work schedules. Most of the respondents estimated the direct benefits of having made an accommodation at more than $1000. Conclusions The findings heighten awareness of benefits associated with making accommodations for people with disabilities in the workplace. These benefits signify value for business, coworkers, and individuals with disabilities for whom accommodations are critical for successful employment.

Individuals' Perceptions of Employment Accommodation Decisions and Solutions: Lessons for Social Workers

Disability rights advocates in social work have claimed that employment opportunities for people with disabilities are an important part of personal empowerment and social inclusion. Title I of the Americans with Disabilities Act is aimed at ensuring meaningful employment opportunities are available. Hahn and Raske (2005) state that social work needs to develop a research paradigm that values the inclusion of people with disabilities. This article examines these efforts by incorporating the voices of individuals with disabilities who accessed services at the Job Accommodation Network. Understanding individuals' perspectives could contribute to better accommodation outcomes for people with disabilities, employers, and advocacy professionals alike.

Cost of workplace accommodations for individuals with disabilities: with or without personal assistance services

Background This study compared the expense associated with use of personal assistance services (PAS) for individuals with disabilities to the expense incurred by individuals with disabilities who did not use PAS. The intent of this investigation was to assess the disability accommodation costs and benefits of PAS and non-PAS cases. Methods The study uses 1,182 follow-up telephone surveys and 24 telephone interviews of employers who had previously contacted the Job Accommodation Network (JAN) to discuss disability-related accommodations for an employee or potential employee that were conducted from January 2004 through December 2006. The survey included 69 employers who had considered PAS. The surveys were conducted by the University of Iowa's Law, Health Policy, and Disability Center, which contacted employers who had previously contacted JAN for consultation on workplace accommodations. The interviews were conducted by the International Center for Disability Information at West Virginia University. Results Key findings point to the costs associated with PAS cases and with cases not involving PAS accommodations. As reported by the employers, the median “one-time cost” of accommodations (not $0) for non-PAS cases was $500. The median “one-time cost” of accommodations (not $0) for PAS cases was $1,850. When $0 cost of accommodations on PAS cases was factored in with “one-time cost” of accommodations for PAS cases, the median cost was $0. For non-PAS cases of accommodations, when $0 cost of accommodations was considered, the outcome was a median cost of $0. The annual cost for PAS accommodations was a median cost of $8,000 in comparison to $2,000 for non-PAS. The median dollar amount estimates of direct benefits were $1,600 for PAS accommodations, similar to $1,500 for non-PAS. The most frequently mentioned benefits from PAS accommodations were (a) increased productivity, (b) increased diversity, (c) retention of a valued employee, (d) improved interactions with co-workers, (e) increased overall company morale, and (f) increased overall company productivity. Conclusions The findings heighten awareness of the cost and benefits aspects associated with PAS for people with disabilities. Many non-PAS accommodations cost nothing to the employer (e.g., changing the work schedule, moving the individual to another location). When dollar cost was involved, the costs for PAS accommodations were more than three times greater than non-PAS accommodations.

Policy Development for Advocates

Calls for cross-disciplinary dialogue and greater coherence in disability policies have produced limited understanding of disability policy making. Most scholars focus on what should be done but give scant consideration to how the dynamics of the policy making process constrain substantive options. The authors argue that failing to consider the environment of the policy making processes on program design and advocacy hinders understanding about policy and development of practical initiatives. This article describes the dynamics of policy making through a case study of the Job Accommodation Network, which provides an example of path dependence and the infilling of policy spaces and exemplifies how later arriving, modest initiatives and influential advocates can target narrower niches, seek to improve collaboration, and create better linkages between stakeholders in their efforts to expand employment opportunities for persons with disabilities. The analysis has implications for advocates and practitioners by demonstrating how policy programs evolve, shape, and adapt to new policy initiatives.

Cost and Effectiveness of Accommodations in the Workplace: Preliminary Results of a Nationwide Study

This article provides a description and brief history of the Job Accommodation Network (JAN), a project funded by the U.S. Department of Labor's Office of Disability Employment Policy. Preliminary results from JAN's customer satisfaction survey are presented. At present, 778 employers and 882 individuals with disabilities have been interviewed. The findings to date indicate that a broad spectrum of business types use JAN's services. JAN customers reported that implementation of worksite accommodations would significantly reduce the individual's level of limitation due to the disability. Importantly, JAN customers reported having made highly effective accommodations at very little or no cost. Employers who were interviewed said slightly over half (50.5%) of the accommodations they implemented following discussion with JAN had been at no cost. For those employers who did experience some cost, the median dollar value was $600.

Hand injury and electrical tools

This case study looks at an electrician who sustained two hand injuries due to tool use. The first injury was a ganglionic cyst in the right palm and the second was a cyst in the right thumb. Recommendations from The Job Accommodation Network (JAN) and his company's insurance company are included.

Accommodating workers with spinal cord injury

Over 1000 cases from the Job Accommodation Network caseload that involved workers with spinal cord injury were examined in terms of the nature of the industry, job, career progression, job function and accommodation solutions suggested. The cases for those who reported the disability as paraplegia and quadriplegia were compared. Suggested accommodations and issues raised by the callers are also discussed.

Job Accommodations that Work: A Follow-up Study of Adults with Attention Deficit Disorder

This article discusses job accommodations as they relate to persons with Attention Deficit Disorder. The Job Accommodation Network database was searched and past callers were contacted regarding the job accommodations that were suggested by a Job Accommodation Network Consultant. Appropriate accommodations, employment history, cost of job accommodations, time for implementation, effectiveness of accommodations, and satisfaction with the accommodation were examined and discussed.

Job accommodations for fatigue in the workplace

When a disability interferes with the performance of an essential job function, a low-tech or high-tech accommodation may allow the worker to perform that function. Information on 141 cases that concerned fatigue was analyzed based on the Job Accommodation Network database. Industry, occupational category, career progression, causative factor, job function, and accommodation suggestion were the variables in these cases. In the primary analysis, 24 job functions (e.g. work at full production level, work at standing height) were related to 10 accommodation suggestions (e.g. flexible work schedule, purchase equipment). Results are discussed in terms of proactive versus reactive accommodations for fatigue in the workplace. Copyright © 1996 Elsevier Science Ireland Ltd.

Outcomes of reasonable accommodations in the workplace

A sample of Job Accommodation Network cases was examined to describe accommodations made in the workplace. An analysis of successful accommodation cases from an informal survey was conducted to determine the accommodation outcomes. The surveys revealed that businesses are making reasonable accommodations that they perceive as effective, economically beneficial, and that improve worker productivity and satisfaction. Accommodations are made across types of industry, types of jobs, and job functions. Most accommodations in this sample involved purchase of a product. Over half of the accommodations were for those in professionaIjpara-professional and clerical job classes. A variety of disabling conditions were included in the sample, but individuals with upper extremity limitations as a result of amputation, arthritis, and repetitive strain injuries represented the highest proportion of the sample. The cost figures for these accommodations as reported by the employers were consistent with accommodation cost information found in the literature. Copyright © 1996 Elsevier Science Ireland Ltd.

Accommodating workers with traumatic brain injury: issues related to TBI and ADA

Cases from the Job Accommodation Network database that involved people with traumatic brain Injury were examined to determine the nature of the industry, job, career progression, consequence, job function, accommoda­ tion, and ADA issues for this population. Most workplace difficulties were the result of cognitive consequences of the TBI and included remembering, organizing, learning, and planning skills. Types of accommodations related to these functional limitations are described. The employers, employees, and service providers had different issues related to implementation and interpretation of the ADA. The biggest. ADA issue for all three groups was effective performance in the workplace. For the employers, safety concerns were also very apparent. The employees were concerned with basic ADA information about their rights and responsibilities. The service providers had fewer ADA-related issues to discuss, overall, but they asked more questions related to the use of a job coach than did the other two groups. The ADA can have a positive impact on the employment situation of people with TBI if employers, service providers, and the employees work together to find solutions.