every five years on an ongoing basis once the initial request is put out. Lissner views the new disability questions as a positive step. “You be obligated to accommodate someone, because they wouldn’t said to this question, for this purpose. You would still have a ‘yes’ separate reasonable accommodation process that might ask for evidence of the need for is a accommodation.” However, “There reminder of your obligation as an employer to provide reasonable accommodations to people who request them. a So there’s reinforcement of the Americans with Disabilities Act (ADA). I think that see requests for accommodations go up. This will make we’ll people more knowledgeable that accommodations are possible.” Lissner and to make lists “refusal, resistance hesitation” recommendation requests right now as the major reasons why some employees with disabilities never leave the lower echelons of the job front to utilize their full potential. As a result, some employees are far less productive than they could be. Supervisors may mark performance to factors outside the disability realm without realizing that many issues can be taken care of through flexibility or accommodations that are simply never put on the table as an option. These new reporting requirements offer two expanded options to the vocational rehabilitation (VR) community. First, VR professionals should get a grasp on what major federal contractors or sub-contractors are in their area, since this knowledge creates opportunities for outreach and dialogue. “One of the things that is in 503 is that how you advertise and recruit has to be Lissner says. This may mean that many documented,” more employers will turn to the VR community to target
every five years on an ongoing basis once the initial request is put out. Lissner views the new disability questions as a positive step. “You wouldn’t be obligated to accommodate someone, because they said ‘yes’ to this question, for this purpose. You would still have a separate reasonable accommodation process that might ask for evidence of the need for accommodation.” However, “There is a reminder of your obligation as an employer to provide reasonable accommodations to people who request them. So there’s a reinforcement of the Americans with Disabilities Act (ADA). I think that we’ll see requests for accommodations go up. This will make people more knowledgeable that accommodations are possible.” Lissner lists “refusal, resistance and hesitation” to make recommendation requests right now as the major reasons why some employees with disabilities never leave the lower echelons of the job front to utilize their full potential. As a result, some employees are far less productive than they could be. Supervisors may mark performance to factors outside the disability realm without realizing that many issues can be taken care of through flexibility or accommodations that are simply never put on the table as an option. These new reporting requirements offer two expanded options to the vocational rehabilitation (VR) community. First, VR professionals should get a grasp on what major federal contractors or sub-contractors are in their area, since this knowledge creates opportunities for outreach and dialogue. “One of the things that is in 503 is that how you advertise and recruit has to be documented,” Lissner says. This may mean that many more employers will turn to the VR community to target
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