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Transitioning service members and veterans suffering from the effects of Traumatic Brain Injury (TBI) may face day-to-day difficulties, particularly in the workplace.
However, employers can play a vital role in these individuals' recovery by recognizing the challenges associated with TBI and making adjustments and/or reasonable accommodations to help ensure workplace success.
If an employer chooses to do this, the employer should make clear to the employee that the interim accommodation is temporary. How can employers recognize an accommodation request?
According to the EEOC, an individual may use "plain English" and need not mention the ADA or use the phrase "reasonable accommodation" when requesting an accommodation.
People with TBI may experience some of the limitations discussed below, however they seldom will develop all of them.
In addition, the severity of the TBI and degree of limitation will vary among individuals.
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.
One of the key non-discrimination requirements of Title I of the ADA is the obligation to provide reasonable accommodation for employees with disabilities.
Or, if an employer is scheduling a luncheon at a restaurant and is uncertain about what questions it should ask to ensure that the restaurant is accessible for an employee who uses a wheelchair, the employer may first ask the employee.An employer also may ask an employee with a disability who is having performance or conduct problems if he needs reasonable accommodation. Does the ADA have specific accommodation request forms that employers must use?No, there are no official request forms under the ADA.Example B: An employee tells his supervisor, "I need six weeks off to get treatment for a back problem." This is a request for a reasonable accommodation.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.
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Therefore, any time an employee indicates that he/she is having a problem and the problem is related to a medical condition, the employer should consider whether the employee is making a request for accommodation under the ADA.