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Welcome to Remote ADA Workplace Accommodation Secrets for employers and people with disabilities and medical conditions! I am Sheryl Ellis, ADA Expert, HR Consultant, and author of Making It Work: Managing Your Health Condition Through ADA Workplace Accommodations .
Whether you are an employer, advocate, or employee with a disability or medical condition seeking flexible or remote work as a reasonable accommodation, I suggest reviewing existing policies, procedures, and arrangements that may be relevant to flexible or remote work programs.
There are three important elements employers need to examine when considering a request for these types of accommodations.
First, begin by conducting thorough research and evaluating both formal and informal policies and procedures that the company has implemented or utilized in the past. This includes examining any existing policies related to full-time (FT), part-time (PT), or hybrid telecommuting, as well as reviewing employee agreements pertaining to flexible work hours, compressed work weeks, job-sharing, telecommuting, or any other arrangements related to flexible or remote work.
It would be beneficial to consider any customized agreements you may have had with current or former employees who have utilized flexible or remote work arrangements within the company. Take note of the specific job tasks these employees were engaged in during that time.
Next, explore the procedures or methodologies that the company has employed for assessing, implementing, and evaluating employees who have worked under flexible or remote arrangements. Determine if there are any specific policies or agreements in place that pertain to these processes.
Furthermore, consider the lessons the company has gained from previous experiences with handling or implementing similar requests for flexible or remote accommodations. Reflect on what the company has learned and identify any necessary adjustments or improvements to be made in the current situation when determining and implementing flexible or remote work for the employee requesting this specific accommodation.
In my upcoming video, I will delve into key questions and information employers need to gather and discuss with the employee during the interactive accommodation process about their request for flexible or remote work as an accommodation. This discussion aims to determine the feasibility and effectiveness of implementing such arrangements as a reasonable accommodation option.
If you require assistance with Accommodation Compliance, the Accommodation Process, or Remote Work Accommodations, please feel free to reach out to me or refer to the link provided for my book . However, please note that while I am an ADA expert, the information provided is not intended as legal advice, as I am not an attorney.
Making It Work
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