The Cornell Just-in-Time Toolkit for Managers

Tips, checklists, and resources to help managers lead a disability inclusive workforce.

Topic #7
Finding an Effective Accommodation:
What Works and What Doesn't Work?
1. Managers at Cornell should be able to find disability accommodations without bothering their local HR manager or Medical Leaves Administration.
2. The most effective disability accommodations are not always the most expensive or elaborate.
3. Working from home could be a disability accommodation option for an employee who has depression.
4. Employees who use wheelchairs must have special work desks that are specifically adapted to the dimensions of each wheelchair.
5. Employers must provide a sign language interpreter to deaf employees during all work hours.
6. Employees who are blind can use the web and respond to email as fast as sighted users.
7. Employees who do not have full use of their hands cannot use a computer.
8. Leave and re-assignment are reasonable accommodations that should be used as a last resort.
9. A manager must accommodate an employee whose disability prevents him from driving even when driving is an essential function of the job.
10. Veterans with post-traumatic stress or traumatic brain injury do not have to be accommodated because these are not considered real disabilities under the ADA.