A learning disorder or disability does not have to determine your ceiling. Many adults struggle with tasks related to their jobs due to a disability or condition. Unfortunately, most of them are unaware of accommodations available in the workplace.
According to the Americans with Disabilities Act (ADA), qualified employees and job applicants can access accommodations in the workplace and during the job application process. Accommodations are implemented on a case-by-case basis by the employer, but the goal is always the same: to remove barriers, to help employees do their best work, and to allow all people with disabilities to enjoy the privileges of employment.
According to the U.S. Department of Labor,
“A job accommodation is an adjustment to a job or work environment that makes it possible for an individual with a disability to perform their job duties. Accommodations may include specialized equipment, modifications to the work environment or adjustments to work schedules or responsibilities.”
As a licensed educational psychologist, I evaluate individuals who suspect they have a medical condition that can be affecting how they perform their job duties or other major life activities. If an evaluation does reveal a qualifying disability, they can then submit a workplace accommodation request to their employer.
A key phrase one is likely to come across while researching this topic is “reasonable workplace accommodations.” Under ADA, “reasonable” has to do with fairness for both the employee and employer. The needs of the individual should be met and the employer should not endure undo hardship in order to provide a specific accommodation. This includes significant difficulty or expense.
For more information on adult learning disability assessments, please check out my blog post Learning Disability Testing for Adults.
Additional information regarding accommodations in the workplace can be found at the U.S. Department of Labor website.