From a practical standpoint, employers should try to make temporary accommodations, even beyond the requirements of the ADA, because doing so demonstrates the employer's good faith efforts to accommodate.
For example, if an employee cannot perform an essential function of his job and requests an accommodation that requires some research, the employer should consider temporarily removing the essential function until a permanent accommodation can be made.
However, employers may want to develop formal policies and procedures for several reasons.
First, if supervisors, managers, and HR professionals have formal policies and procedures to refer to, they are more likely to handle accommodation requests properly and consistently.
Employers should be aware that not all people with TBI will need accommodations to perform their jobs, and many others may only need a few accommodations.
The following is only a sample of the types of accommodations and/or adjustments an employer might consider.
This fact sheet was developed in cooperation with the U. Department of Labor's (DOL) Office of Disability Employment Policy, the Job Accommodation Network, the Veterans' Employment and Training Service, the Defense Centers of Excellence for Psychological Health and Traumatic Brain Injury, and the Defense and Veterans Brain Injury Center.
Example C: A new employee, who uses a wheelchair, informs the employer that her wheelchair cannot fit under the desk in her office. Example D: An employee tells his supervisor that he would like a new chair because his present one is uncomfortable.
JAN and the EEOC have sample accommodation policies and procedures on their Websites: Sample policies at Practical Establishing Procedures to Facilitate the Provision of Reasonable Accommodation at Internal Accommodation Procedures at Practical Advice for Drafting and Implementing Reasonable Accommodation Procedures under Executive Order 13164 at