In my work with Strategic Consulting Services, we often support a Human Resources team that is working to identify an accommodation solution to an on-the-job challenge that an employee is having as a result of a disability. The most effective solutions will always include actively working with the disabled employee to develop this solution.
This teamwork approach to finding a solution is called the “interactive process”, which ensures collaboration and always leads to better solutions. The interactive process, according to the Job Accommodation Network, is basically a set of steps that ensures:
- The problem is understood by the employer
- The solution is understood by the employee
- The solution works for the employee
Communication is Crucial to the Interactive Process
Obviously, the interactive process begins at the point when the employer recognizes that the employee is struggling with a disability-related challenge at work. The employer should make every effort to thoroughly and fully understand the issue.
It should be noted that the employee may not frame the problem as one that requires an accommodation, but it still might need to be treated as such under the ADA guidelines. So, considering the employee’s need for a supportive advocate to identify and implement a successful accommodation, you can see how communication becomes crucial for the employer to fully understand the problem and help the employee.
Exploring Options
As the employer explores accommodations, it is likely that the employee is a great source of information to explore and identify multiple solutions. There are also many resources for potential accommodations like the aforementioned Job Accommodation Network (JAN), medical professionals, counselors, or vocational accommodation consulting firms like ours, Strategic Consulting Services.
Choosing An Option and Implementing
To narrow down and finally settle on a solution will be an iterative process that requires more interaction between employer and employee. There can potentially be written agreements between the employer and employee that the accommodation will be tried for a certain period and then revisited to see if it is effective.
Then, when it’s time to implement, following through with proper training and implementation of the solution is critical. This is an area that is often overlooked and can lead to failure of the accommodation. The employer should make sure that the employee fully understands how to get the most out of the accommodation and is fully trained on how to implement the accommodation.
Monitoring and Revisiting/Improving the Accommodation
Lastly, there should be regular follow-ups to gauge the effectiveness of the accommodation to ensure that the employee is getting the most out of the interactive solutions, and to adjust as needed. Once again, this stage depends on clear communication between employer and employee.
Getting Help With the Interactive Process and Other Disability and Vocational Services
If you are a vocational rehabilitation counselor (VRC) or an HR professional who wants assistance in providing helpful and compliant support to disabled employees, Strategic Consulting Services has many offices throughout the western United States and can be reached through their website: https://strategicconsultinginc.com/