Thriving at School, at Work, and on Standardized Tests with a Disability: Reasonable Accommodations and Your Rights
At Upward, we believe in the importance of history and its lessons. In 2022, Dr. Rathmell and I visited several pioneer sites across Kansas, Missouri, Minnesota, and South Dakota (that's me in the picture to your left, driving a wagon on the prairie!). We engaged in activities that showcased the past, such as making dolls from corncobs and grinding wheat into flour. While these experiences were enjoyable, they also highlighted a sad reality: many individuals, particularly those with disabilities, historically faced significant barriers in education and employment.
The Historical Context of Disability Rights
My journey in psychology began in Tuscaloosa, Alabama, where I worked in nursing homes and psychiatric centers. I had the privilege of assisting older adults who had faced lifelong mental health challenges, often rooted in the societal limitations of their time. Many had been dismissed from school early in their educational journey and were unable to find and maintain employment. Section 504 of the Rehabilitation Act of 1973 marked a significant turning point, prohibiting discrimination based on disability status in federally funded educational settings. This legislation aimed to ensure a free and appropriate public education (FAPE) for all students, regardless of their diagnosis.
In 1990, the Americans with Disabilities Act (ADA) took this commitment further, prohibiting discrimination in employment and public accommodations. Under Title I of the ADA, reasonable accommodations are essential for individuals with disabilities, ensuring they have equal opportunities in the workplace.
What are Reasonable Accommodations?
Reasonable accommodations refer to modifications that allow individuals with disabilities to perform essential job functions. This can involve changes to the work environment, how tasks are completed, or how the hiring process is conducted. Individuals with conditions such as ADHD, Autism, OCD, Anxiety Disorders, Depression, and Sleep Disorders may require these accommodations to fully participate in the workforce.
Essential Functions vs. Accommodations
A fundamental aspect of reasonable accommodations is identifying the essential functions of a job. Changes that impede an employee's ability to perform these functions are not considered reasonable. However, many accommodations can be made without affecting essential job functions, ultimately enabling a more inclusive workforce.
The Need for Accommodations in Education and Employment
College students who received accommodations in K-12 education often retain the right to similar supports in higher education. However, they must proactively request these accommodations in the college setting, unlike in K-12 schooling where staff are responsible for identifying students who may need help. Adults who received support in school may feel uncertain about how to navigate workplace accommodations. It’s crucial to understand that accommodations are designed to level the playing field—not to provide unfair advantages.
For example, just as a wheelchair ramp offers necessary access to a building, a quiet workspace can enable an individual with ADHD to reach their full potential.
Recommended Accommodations for Specific Conditions
- ADHD: Individuals with ADHD may benefit from:
- Reduced distractions in their work environment.
- Private testing rooms during exams.
- Flexible work hours or shifts tailored to their circadian rhythms.
- Autism: Accommodations might include:
- Allowing for remote work options.
- Providing clear communication and structured tasks.
- Regular breaks during long meetings.
- Anxiety Disorders: Recommendations may involve:
- Providing a quiet space for relaxation.
- Allowing for remote work when necessary.
- Flexible deadlines to reduce stress.
- Sleep Disorders: Individuals with insomnia, hypersomnia, or narcolepsy may require accommodations such as:
- Flexible work hours to align with their sleep patterns.
- Opportunities for short breaks to manage fatigue during the workday.
- Options for remote work to create a more comfortable environment.
- Working a consistent shift schedule rather than a swing shift schedule to promote stability.
- Obsessive-Compulsive Disorder (OCD): Accommodations could include:
- Providing a structured routine to minimize anxiety.
- Allowing for breaks to manage compulsive behaviors.
- Adjustments in the workspace to reduce triggers.
The Evaluation Process for Reasonable Accommodations
While we cannot guarantee that our evaluations will lead to specific accommodations—since the ultimate decision rests with employers, schools, or testing services—we assure you that our comprehensive evaluations will address all necessary questions to pursue reasonable accommodations. Many organizations, such as the Alabama Bar Association, require formal diagnostic testing to qualify for accommodations, and psychologists are uniquely qualified to provide this.
What Does a Reasonable Accommodation Evaluation Involve?
A reasonable accommodation evaluation typically includes:
- Documentation of how your condition affects your ability to perform essential job functions.
- A detailed list of requested accommodations and their potential impact.
- Any necessary formal testing results to support your request.
Are You Eligible for Reasonable Accommodations?
If you're wondering whether you might qualify for reasonable accommodations in education or employment, we invite you to schedule a free 15-minute consultation with us. This initial discussion will help clarify your options and identify any relevant documentation you might need.
Accessibility Across States
We are proud to offer our reasonable accommodation evaluations to individuals in the following states: Alabama, Arizona, Arkansas, Colorado, Connecticut, Delaware, Florida, Georgia, Idaho, Illinois, Indiana, Kansas, Kentucky, Maine, Maryland, Michigan, Minnesota, Mississippi, Missouri, Nebraska, Nevada, New Hampshire, New Jersey, North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, and Washington West Virginia, Wisconsin, and Wyoming. Our established pricing structures for evaluations, including those for ADHD and Autism, are designed to be transparent, with our standard rate being $225 per hour. We'll provide a personalized quote based on your specific needs.
Conclusion
At Upward, we are committed to helping individuals with disabilities access the support they need to thrive in educational and professional environments. With a focus on reasonable accommodations, we aim to empower individuals to pursue their goals and reach their full potential. If you have questions or wish to learn more, please reach out to us today.