Accomodating disability employer

October is National Disability Employment Awareness Month, which was created to recognize the contributions and skills of American employees with disabilities.

For many small to midsize businesses, having an employee suddenly become disabled (because of an accident or an illness) can be somewhat daunting if it’s a new experience for the employer.

In fact, some employers might not know how to properly accommodate a disabled employee; this can be detrimental to all parties involved.

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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.

As an accommodations specialist at Assurant Employee Benefits, a small to midsize business employee benefits expert, I've created some tips for working with employees who have disabling illnesses or injuries.

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

These tips will help you accommodate disabled employees and welcome them back to work.

It can be challenging for an employer to navigate the obstacles presented when attempting to accommodate an employee with a physical or mental disability.

Unfortunately, because the legal obligation to accommodate necessitates an individualized approach there is no "one size fits all" formula.

However, the process doesn't have to be painful.

Whether the disability is as a result of a workplace accident or a weekend football mishap - the duty to accommodate remains the same.

requires an employer to accommodate an employee with a disability "to the point of undue hardship." This means considering the employee's restrictions and limitations and either modifying the employee's current job or finding other work as close as possible to th e employee's pre-injury job, within the scope of the employee's abilities.

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