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People with disabilities may just have the skills and competencies you require within your organization yet they are often under-employed.It is important to consider how your organization can tap this potential source of employees.October is National Disability Employment Awareness Month, which was created to recognize the contributions and skills of American employees with disabilities.For many small to midsize businesses, having an employee suddenly become disabled (because of an accident or an illness) can be somewhat daunting if it’s a new experience for the employer.The Americans with Disabilities Act (ADA) Amendments Act and regulations from the Equal Employment Opportunity Commission refocused attention on workplace accommodations by broadening the definition of disability; more coverage means more employees will likely be entitled to workplace accommodations.This increased attention has some employers concerned about the costs of providing job accommodations.These tips focus on how to work with a person who wants to come back to work.

The employers in the study reported that a high percentage (59%) of accommodations cost absolutely nothing to make, while the rest typically cost only 0.The study results consistently showed that the benefits employers receive from making workplace accommodations far outweigh the low cost.Employers reported that providing accommodations resulted in such benefits as retaining valuable employees, improving productivity and morale, reducing workers’ compensation and training costs, and improving company diversity.Here is a primer to get you started: This simply means you cannot base your decision to hire, fire or promote an individual on the candidate’s disability.However, this does not mean you are required to hire disabled employees.When the focus is on building an inclusive environment that is welcoming to people regardless of disability, you may need to make changes to work areas, consider technological modifications, make information accessible in alternate formats or make changes to tasks or working hours. Duty to Accommodate refers to the obligation of an employer, service provider or union to take steps to eliminate disadvantage to employees, prospective employees or clients resulting from a rule, practice or physical barrier that has or may have an adverse impact on individuals or groups protected under the Canadian Human Rights Act, or identified as a designated group under the Employment Equity Act.