Identifying the job accommodation needs of American workers with mid-career neurological disabilities: A multiple case study investigation

Abstract

METHODS: Four employed people with neurological disabilities who took part in a larger job retention project funded by the United States Department of Labor completed structured interviews to determine their needs for employment accommodations during COVID-19. A trained interviewer administered the Work Experience Survey (WES) in teleconsultation sessions with each participant to identify: (a) barriers to worksite access, (b) difficulties performing essential job functions, (c) concerns regarding continued job mastery, and (d) extent of job satisfaction. RESULTS: Owing primarily to the sequelae of their disabling conditions and less so to social distancing requirements and telecommuting technology, participants reported a wide range of accessibility barriers and difficulties in performing essential functions of their jobs that they believed had the potential to significantly affect their ongoing productivity. Considering the stress and uncertainty that have accompanied the COVID-19 pandemic, it is surprising that the majority of participants reported high levels of job mastery and job satisfaction. CONCLUSION: The interviewer concluded the WES interview by recommending a job accommodation plan, which included suggestions from Job Accommodation Network (JAN) consultants.

Employer representatives’ experiences of supporting employees with cognitive impairments in a digital work environment

“…The findings indicate that competence in individually evaluating the impact of various cognitive impairments and how these can be reduced by self-management strategies and adjustments in work is needed. This is in line with research highlighting the need of including professionals with expertise in rehabilitation to facilitate a supportive work environment [45,46].…”

Workplace accommodations during the COVID-19 pandemic: A scoping review of the impacts and implications for people with disabilities

“…One potential way to address the inequities in the availability of work from home options would be to implement more permanent legislation explicitly making the option a right for all workers, as a few of the studies in our review observed [28,37,47,62]. Rumrill et al suggest that permanently allowing pandemic-era remote work for all, regardless of disability status, would be one way to implement the…”

“…universal design principle in employment legislation [37]. Such legislation could potentially eliminate the need for disclosure among workers with disabilities who require remote work, thus removing one of the common barriers to receiving workplace accommodation that has been identified in previous studies and reviews [18,19].…”

“…Eighteen studies reported sample characteristics, and thirteen of these included various types of disabilities (i.e., muscular dystrophy, Larsen Syndrome, low vision, and intellectual disabilities) or did not specify the disability type. The other five studies focused on a single disability or disability type, including spinal cord injury [36], neurological disabilities [37], autism [38], deaf and hard of hearing [39], and mobility disabilities [40]. The studies employed a range of methodologies and approaches.…”

Elevating vehicle inspection quality through knowledge: unlocking excellence

“…We must perform excellent work that is crucial for ourselves and others. (Rumrill et al, 2021). Mastery of work and the use of tools by a worker are specific determinants of the quality of work (Krichene and Baklouti, 2021).…”