Reasonable Accommodations: What HR Needs to Know

🗂️ Introductory Workshop Outline

Welcome & Objectives

Define “reasonable accommodation” in the workplace

Clarify HR’s role in fostering inclusion and legal compliance

Foundations of Accommodations

Types of accommodations: physical technological procedural scheduling

The business case: retention productivity engagement

Legal Framework & HR Responsibilities

Overview of key legislation (e.g. EU Equal Treatment Directive)

Confidentiality privacy and documentation requirements

The interactive process: duties and best practices

Identifying Accommodation Needs

Proactive vs. reactive approaches to accommodation requests

Conducting effective intake conversations

Collaborating with managers employees

Implementing & Managing Accommodations

Real-world examples: flexible schedules assistive software workspace adjustments

Cross-functional coordination with IT facilities and leadership

Balancing feasibility cost and effectiveness

Monitoring Review & Continuous Improvement

Establishing regular check-ins and feedback loops

Adjusting accommodations as roles or needs evolve

Record-keeping and measuring impact

Action Planning & Resources

Templates and checklists: request forms evaluation guides

Manager training and internal communication strategies

Next steps for embedding accommodation practices into HR policy

You may also like the following events from Logik Evolution/Kelly Lynn Redden:

• Happening on, 20th August, 07:00 pm, The Inclusive Classroom Clinic: Real-Time Solutions for Real-World Challenges in online
• This Tuesday, 30th September, 07:00 pm, Effective Communication With Educators and Navigating Accommodations in online
• This Thursday, 2nd October, 12:00 pm, HR-Creating Neuroinclusive Hiring Practices: Interviews in online