Accommodation Practices

Accommodation practices were recently highlighted in a three part study focused on people with disabilities conducted by The Society for Human Resource Management (SHRM) in collaboration with the Cornell University ILR School Employment and Disability Institute. It was fielded Oct. 19-Dec. 15, 2011, and includes responses from 662 HR professionals, selected randomly from SHRM’s membership. Sixty percent of respondents worked for organizations with U.S.-based operations only; the rest of the respondents worked for companies with multinational operations. This part, which focused on accommodation practices, found that publicly owned, for-profit entities and companies that employ 25,000 employees or more are most likely to engage in effective practices for accommodating people with disabilities. However, it also found that a majority of employers from all sectors, industries and sizes engage in the following accommodation practices:

• Designating an office or person to address accommodation questions (75 percent).
• Allowing an employee to exceed the maximum duration of medical leave (73 percent).
• Training supervisors on nondiscrimination and accommodation obligations (73 percent).
• Making a grievance procedure available to address reasonable accommodation issues (68 percent).
• Ensuring that pre-employment occupational screenings are unbiased (65 percent).
• Notifying prospective employees in advance as to the availability of reasonable accommodations for
the job application process (63 percent).

Springboard would like to know what accommodation practices you are most often providing and how effective you believe them to be for both the employee and you, the employer. Let us hear from you today.


This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.