Legal formality may sometimes pull an organization in directions that may trail behind others regarding best practices.
At the same time, the HR team strives to keep the environment compliant and encouraging.
Types of Disabilities and Workers' Compensation
Services may differ depending on the type of disability the employee is facing. Such conditions as physical impairment, mental illness, sensory impairment, or long-term diseases cannot be managed in the same way.
Due to such variations, HR professionals must understand them to ensure efficient implementation of reasonable accommodations.
In many instances, the employee with disability also qualifies for workers' compensation benefits. With knowledge of the interaction of accommodations to workers' compensation laws, HR can enable them to support the employees effectively.
When linking the practices of providing accommodation to the types of workers' compensation benefits resources, the human resources function can guarantee the employees the required support, and the management shields the organization from the resultant liabilities.
Legislative Requirements
In most countries, laws like the ADA in America require employers to make adjustments for persons with disability in place of work. They can pertain to changes in the physical environment of workplaces, changes in work shifts, or the provision of tools that are specific to a particular type of disability.
It becomes important for HR professionals to understand these legislative requirements since a lack of compliance attracts legal implications and negatively affects the organization's reputation.
HR professionals should also ensure they are up to date with such laws and regulations and any changes to any such laws and regulations that may exist or any new laws and regulations regarding accommodation. Not only does this constant learning assist with avoiding these missteps, but it also prepares the HR staff to speak up for their workers.
Best Practices
1. Conducting Needs Assessments
HR should start with a dialogue with employees to determine their requirements. This approach proves beneficial since all adaptations are made considering individual situations in mind. Thus, in keeping with the case when the dialogue is established, HR can ensure understanding by making employees feel comfortable when stating their requirements.
2. Documenting Requests
Keeping records related to the employees' reasonable accommodation request and the action taken towards handling the same is advisable.
Besides compliance tracking, this practice is also helpful in conflict with the contractor because of the documentation of the contractor's noncompliance with the given requirements and deadlines. Documentation is legal evidence of the organization's compliance with the Employment Act regarding employee diversity and its efforts to assist them.
3. Training and Awareness
The education of managers and staff on the issue of disability and the need for accommodations makes it possible to promote inclusion for people with disabilities in organizations.
Training can include microaggression, manners of engaging a disabled employee, and issues with various kinds of accommodation that may be required. The educated workforce can help their peers or co-workers since they know what specific conditions mean, and an informed workforce helps to promote tolerance.
4. Regular Reviews
HR should check accommodations policies and accommodation practices at least once in a while to determine whether they are still useful and efficient in delivering services to employees within the firm.
Periodic assessments can add value to the current process since it will be easy to detect any weakness that needs to be corrected. It can also capture helpful employee feedback and give them a feeling about the accommodation process.
Endnote
A sampling of opinions indicates that HR professionals bear a tremendous responsibility to effectively support the accommodation of disabled employees so that an organization can be inclusive.
By considering legalities, embracing other practices, and acknowledging the different needs of the people in an organization's services, HR can go a long way towards ensuring all the people feel welcome and wanted in their workplace.
