These tips focus on how to work with a person who wants to come back to work.

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See the list of specific changes to the ADA made by the ADA Amendments Act.

INTRODUCTION GENERAL PRINCIPLES REQUESTING REASONABLE ACCOMMODATION REASONABLE ACCOMMODATION AND JOB APPLICANTS REASONABLE ACCOMMODATION RELATED TO THE BENEFITS AND PRIVILEGES OF EMPLOYMENT TYPES OF REASONABLE ACCOMMODATIONS RELATED TO JOB PERFORMANCE JOB RESTRUCTURING LEAVE MODIFIED OR PART-TIME SCHEDULE MODIFIED WORKPLACE POLICIES REASSIGNMENT OTHER REASONABLE ACCOMMODATION ISSUES UNDUE HARDSHIP ISSUES BURDENS OF PROOF INSTRUCTIONS FOR INVESTIGATORS APPENDIX: RESOURCES FOR LOCATING REASONABLE ACCOMMODATIONS INDEX This Enforcement Guidance clarifies the rights and responsibilities of employers and individuals with disabilities regarding reasonable accommodation and undue hardship.

However, a study conducted by the Job Accommodation Network (JAN), a service of the U. Department of Labor’s Office of Disability Employment Policy (ODEP), shows that workplace accommodations not only are low cost, but also positively impact the workplace in many ways. JAN, in partnership with the University of Iowa’s Law, Health Policy, and Disability Center (LHPDC), interviewed 1,182 employers between January 2004 and December 2006.

In addition, JAN, in partnership with the West Virginia University School of Social Work (formerly School of Applied Social Sciences), interviewed 1,157 employers between June 28, 2008, and July 31, 2016.

Title I of the ADA requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship.

This Guidance sets forth an employer's legal obligations regarding reasonable accommodation; however, employers may provide more than the law requires.

People with disabilities may just have the skills and competencies you require within your organization yet they are often under-employed.

It is important to consider how your organization can tap this potential source of employees.

If the employer isn't prepared to accommodate a disabled employee in their business, they might not have the tools in place necessary to welcome and accommodate the disabled employee when such an illness occurs.