Questions to Consider:
- What limitations is the employee experiencing?
- How do these limitations affect the employee and the employee’s job performance?
- What specific job tasks are problematic as a result of these limitations?
- What accommodations are available to reduce or eliminate these problems? Are all possible resources being used to determine possible accommodations?
- Has the employee been consulted regarding possible accommodations?
- Once accommodations are in place, would it be useful to meet with the employee to evaluate the effectiveness of the accommodations and to determine whether additional accommodations are needed?
- Do supervisory personnel and employees need training?
Situations and Solutions:
A teacher with multiple sclerosis was having difficulty communicating with students because his speech became soft and slurred when he was fatigued.
He was given a personal speech amplifier so he would not have to strain to project his voice, and he was allowed to schedule his classes so he could take periodic breaks.
An engineer with multiple sclerosis was experiencing heat sensitivity.
She was provided a private office where the temperature could be lower than in the rest of the facility. She was also encouraged to communicate with coworkers by telephone or e-mail when possible to reduce the amount of walking she had to do.
A claims representative for a government agency was having difficulty reading files due to vision impairment caused by multiple sclerosis.
His employer purchased a stand magnifier and added task lighting to his workstation.
An operations clerk for a large distribution center was having difficulty working at full production due to fatigue caused by multiple sclerosis.
Her employer moved her to a shift that was not as busy so caused less stress and made less physical demands of the clerk. The clerk was also able to take more frequent breaks on the new shift.
A clerical worker was having difficulty concentrating and remembering job tasks due to cognitive impairment caused by multiple sclerosis.
Her employer added sound-baffle panels to reduce distractions in her work area. In addition, her employer gave her written job duties at the beginning of each day and provided a notebook that contained outlines of what each job duty entailed.
A manager with multiple sclerosis working for a publishing company was having difficulty transferring from her wheelchair to the toilet in the employee restroom.
Her employer installed additional grab bars.
An attorney with multiple sclerosis was having difficulty carrying documents to meetings at various locations due to upper extremity weakness.
His employer purchased a portable cart that was easy to get in and out of his car.
JAN Publications & Articles Regarding Multiple Sclerosis
Consultants' Corner Articles
- A Support Person as an Accommodation
- Accommodations for Housekeeping/Janitorial Workers with Industrial Injuries
- Accommodations Related to Commuting To and From Work
- Best Practices for Addressing Requests for Ergonomic Chairs
- Confidentiality of Medical Information under the ADA
- Hidden Disabilities: Confidentiality and Travel
- No Related Disabilities available for Multiple Sclerosis
- No Articles available for Multiple Sclerosis