Accommodating people hidden disabilities
This is extremely stressful—it is stressful enough for these children to be going on to college, let alone having to change benefits. I recognise the points that she made, but it is a balance.
This means that the applicant or employee must: Rebecca Helton, MA I'm a Program Manager for the Edge at Vanderbilt and primarily work with early career faculty.We continue to make improvements to the work capability assessment, following the five independent reviews.Over 100 different recommendations have been taken on board.An accommodation request can come in several forms, none of which require the individual to say the words “disability” or “accommodation.” The staff member can: Any of these should cause you to start a conversation and determine the sort of restrictions or limitations the individual has, whether these limitations impede essential job functions, and how you/your institution can even the playing field with accommodations so the employee has the same opportunity to be successful at their job as an employee without a disability.
Keep the conversation to the whats and whens: What can/can’t the person do, what do they need, and what is the duration of the restrictions or limitations?
The ADA requires that reasonable accommodation be provided, if necessary, for all impairments that meet the definition of "disability," whether hidden or visible.