Workforce System Accessibility
All state workforce system websites should be accessible to individuals with disabilities and able to accommodate people with limited English proficiency. If you need additional assistance, make your request online or by phone to your regional job center. Contact information for your regional job center is available at: American Job Center Finder.
The Job Accommodation Network (JAN) provides free consulting services for all individuals, regardless of employment status. Job seekers services include one-on-one consultation about all aspects of job accommodations, including the accommodation process, accommodation ideas, product vendors, referral to other resources, and ADA compliance assistance. Visit JAN’s information for individuals to learn about the different ways you can access JAN services including resources to support your job search at: JAN Accommodation Services for Job Seekers.
Reasonable accommodations must be provided to job candidates during the interview process. To learn more about the types of accommodations available during interviews, and how to request them, read Making Interviews Accessible for You.
If you need flexibility in your work arrangements upon return to your workplace:
- You may request the need for accommodation or flexibilities for your disability with your employer. Accommodations or flexibilities may be especially important for individuals due to age or certain medical conditions, who are at higher risk for severe illness.
- Check to see if your employer has a process in place to make accommodation requests. You may also see if you can make the request for accommodation or flexibilities before your scheduled date to return to work.
- If you need to consult with someone about all aspects of job accommodations, including the process, accommodation ideas, product vendors, referral to other resources, and ADA compliance assistance, you can access free services in a variety of formats through the Job Accommodation Network (askjan.org).
If you need additional information or assistance with accommodation requests:
All states are required to make the State Equal Opportunity Officer’s contact information available on workforce-related websites according to 29 CFR 38.29 (b). Many also include the local EO Officer’s contact information on the state’s website.
If you are already a VR client and need help applying and/or accessing UI or job services, contact:
- Your VR counselor for assistance. Each state/local VR office will establish its ability to support clients with various tasks related to employment.
- The Client Assistance Program, which advises and informs individuals of their rights in direct connection with programs authorized under the ADA, including advocacy.
If you are an SSI/SSDI beneficiary, and need help applying and/or accessing UI or job services, contact:
If you are a person with a disability, and you need help accessing UI, contact your local:
- Centers for Independent Living provide information and referral, independent living skills training, individual and systems advocacy, peer counseling and other services.
Alternative Finance Programs
There are more than 40 Alternative Finance Programs (AFP) that provide referrals for assistive technology grants for hearing and vision aids, standing wheelchairs, home and vehicle modifications, business equipment and more. AFPs provide affordable loans for the purchase or refinancing of assistive technology for those who need to purchase their AT. Lending terms are favorable and there is no income limit. The loans may be a credit building opportunity for those age 18 or older. Refinancing with an AFP can save a person thousands of dollars. To find a program near you, go to: https://www.nationaldisabilityinstitute.org/wp-content/uploads/2019/01/AlternativeFinancingProgramListing.pdf
REASONABLE ACCOMMODATIONS AND COVID-19
The U.S. Equal Employment Opportunity Commission (EEOC) updated its COVID-19 information on 12/14/21, adding a new section clarifying under what conditions COVID-19 may be considered a disability under the Americans with Disabilities Act (ADA) and the Rehabilitation Act.
In some cases, job applicants and employee’s COVID-19 may cause impairments that are themselves disabilities under the ADA. Applicants and employees are not automatically entitled to reasonable accommodations under the ADA. They are entitled to a reasonable accommodation when their disability requires it, and the accommodation is not an undue hardship for the employer. But, employers can choose to do more than the ADA requires.
An employer risks violating the ADA if it relies on myths, fears, or stereotypes about a condition and prevents and employee’s return to work once the employee is no longer infectious and, therefore, is medically able to return without posing a direct threat to others.
To see the full announcement and regular updates, go to: www.eeoc.gov