Disability Employment

Initially, start by discussing the accommodation needs with the person who has the disability. Accommodations are determined on a case-by-case basis, considering the specific needs and the existing limitations of the person you hire who has a disability. Accommodations are also determined based on the essential functions of the job, the work environment, the effectiveness of the proposed accommodation, and any alternative means of accomodation.

Some of the most common types of accommodations include, but are not limited to:

• TTYs for use with telephones by people who are deaf; hardware and software that make computers accessible to people with vision impairments or who have difficulty using their hands;
• Sign language interpreters for people who are deaf or hard of hearing or readers for people who are blind;
• Providing training and other written materials in an accessible format, such as in Braille, on audio tape, or on computer disk; and
• Physical changes, such as installing a ramp or modifying a workspace.

For more information refer to the reasonable accommodation policy for your agency.