Page 19 - ABILITY Magazine - Best Practices Employment

This guide is for applicants who may need to dis- your need for the accommodation and obligates them to
consider it.
Keep in mind that you don’t want to make a bigger deal out of it than it really is. The main focus of any interview is who you are, what you can do and why the employer should hire you. The issue of disability and need for accommodation does not change that in any way.
QUESTION: What is a reasonable accommodation?
ANSWER: It is some change in the job or the inter- view/evaluation process that takes into consideration your disability-related job limitations and either enables you to do the job or to be properly and fairly evaluated for it.
cuss a disability-related job issue in an employ-
ment interview. I’ve written it in an easy-to-fol- low, question-and-answer format. My hope is that it will help qualified persons with disabilities take advantage of more employment opportunities, help employers make more informed hiring choices, and reduce the level of discrimination and litigation that has been asso- ciated with the Americans with Disabilities Act (ADA).
QUESTION: What are the benefits of bringing up the subject of my disability in an interview?
ANSWER: When it is done correctly, the main benefit is that it can help you get a “reasonable accommoda- tion” to do the job, if you are otherwise qualified for it. Bringing this subject up to employers informs them of