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Accommodating workers with

The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.It is illegal to harass an applicant or employee because he has a disability, had a disability in the past, or is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if he does not have such an impairment).

It is your employee's responsibility to inform you of the disability and request a reasonable accommodation -- you are not legally required to guess at what might help the employee do his or her job.With that in mind, we have provided you with ideas and information you might find useful.In trying to cover every resource, strategy, legality, tax credit, and technology we can imagine, it is important to note that this is a transition period you and your employee are dealing with what may seem to be an overwhelming amount of information.The employer of a person who is blind or visually impaired might need to make accommodations that would minimize or eliminate workplace barriers.In doing so, you have the opportunity to maximize that person's productivity.However, in time, the accommodation will become familiar and seem a logical addition to the workplace.

In order to get a good general idea of what an accommodated job site might look like, we encourage you to view the Career Connect Virtual Worksites. Department of Labor's Job Accommodation Network (JAN) and your local Department of Rehabilitation Services.

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer.

In passing the Americans with Disabilities Act (ADA) in 1990, Congress attempted to level the playing field for disabled workers.

The ADA requires employers to make reasonable accommodations so that workers with disabilities can secure and retain employment.

The law also protects people from discrimination based on their relationship with a person with a disability (even if they do not themselves have a disability).