Set It and Don’t Forget It: Monitoring Accommodations

A common misconception by employers and employees is that once an effective Americans with Disabilities Act accommodation is implemented, the decision is final. The process is meant to be interactive and ongoing. ADA accommodations should be revisited periodically to stay aligned with employee and employer needs.

Monitoring accommodations is a critical yet often overlooked part of the ADA interactive process, where the “set it and don’t forget it” mindset plays a key role.

Monitor and Adapt ADA Accommodations

Every employee needs individualized accommodations. Employers should avoid the one-size-fits-all approach. Employers often rely on past accommodation experiences; however, accommodations are about doing things differently to overcome disability-related limitations. So, what worked for one person may not be the right solution for another individual with similar limitations. Treating everyone equally requires an individual approach. For instance, an individual with ADHD who struggles with time management may require a different accommodation to stay on task than a different employee with similar accommodation needs. One might benefit from a to-do list and another may benefit from a timer app. It’s important to remain open to various types of accommodations.

We want to make sure we are capturing all employees who require an accommodation and creating an environment where the need for accommodation is both recognized and valued. A misstep that employers run into is the mentality of “If we do this for one, we must do for all.” Static thinking undermines the interactive process. Keeping an open mind is essential in the “set it and don’t forget it” mentality in the interactive process.

Regular check-ins ensure accommodations remain effective. Remember that accommodations may need to adapt with evolving job tasks and technology changes. For example, if you have an employee using specialized software as part of an accommodation and your organization changes platforms, it is important to make sure that the specialized software will still be compatible. If not, then employers have the obligation to reinitiate the interactive process to find an alternative solution. Conducting periodic check-ins and proactively addressing changes can help mitigate potential issues in the future.

Supportive ADA Practices Build Stronger Teams

When supporting employees through the ADA interactive process, it is essential to remember to “set it and don’t forget it.” This approach will help create a workplace where all employees feel valued and supported, ultimately contributing to a more inclusive and productive work environment.

For more accommodation guidance, learn more about our Workplace Possibilities^SM program or contact a representative near you.