This research was commissioned by and conducted in collaboration with Cornell University’s ILR School Employment and Disability Institute. These findings are the second in a three part series on organizational practices and policies related to the employment of people with disabilities. Three out of four (75%) organizations designate an office or person to address accommodation questions. Organizations also allow employees to exceed the maximum duration of medical leave as an accommodation (73%) and require training for supervisors on legal requirements of disability non-discrimination and accommodation (73%). More than one-half of organizations (56%) indicate that having a centralized accommodation fund (i.e., companywide fund to provide accommodations for people with disabilities) was a very effective practice.