Skip to main content
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • My Account
    • Logout
    • Global
    • India
    • MENA
SHRM
About
Book a Speaker
Join Today
Renew
Rejoin Now
Renew
  • Membership
  • Certification
    Certification

    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    Events & Education

    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    Community

    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Close
  • Membership
  • Certification
    back
    Certification
    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    back
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    back
    Events & Education
    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    back
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    back
    Community
    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Join Today
Renew
Rejoin Now
Renew
  • Store
    • Global
    • India
    • MENA
  • About
  • Book a Speaker
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
SHRM
Sign In
  • Account
    • My Account
    • Logout
Close

  1. Topics & Tools
  2. Workplace News & Trends
  3. HR Magazine
  4. How to Create a Robust Reasonable Accommodation Process
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
News

How to Create a Robust Reasonable Accommodation Process

7 steps to help you manage ADA accommodation requests, mitigate risk and support an inclusive workplace.

September 21, 2017 | Jennifer Arnold



Introduction

The general manager was in a quandary. As an employee at Sodexo, a food service and facilities management company, she was responsible for all operations at her site. The kitchen was already short-staffed, and now the senior cook had been diagnosed with a seizure disorder and was asking for workplace accommodations. She wanted to help but also needed to make sure the work got done. 

Fortunately, Sodexo had a well-established procedure in place. The manager contacted the company’s HR team and discussed concerns she had about staffing and safety. The employee relations representative requested more information from the cook, including input from his physician, and worked with the general manager to fully evaluate the accommodation request. The employee agreed that he could continue to fulfill his essential job functions while avoiding work that involved climbing or lifting heavy objects. 

The end result: a happy manager who didn’t have to recruit and train a new cook, a happy employee who could continue to work, and an HR team in full compliance with federal law. 



Experts say that most accommodation requests can work out this way—if employers lay the right foundation. 

That’s more important than ever given a recent rise in workplace accommodation requests, driven in part by the Americans with Disabilities Act Amendments Act (ADAAA), which Congress passed in 2008 to broaden the definition of disability and make it easier for employees to seek workplace accommodations. At the same time, U.S. obesity rates have more than doubled since the 1970s—which has led to an associated rise in weight-related health problems such as high-blood pressure and diabetes—and more older employees, who have a higher incidence of disabilities, are remaining in the workforce.
“Employers are seeing more requests, and they are taking them more seriously,” says Jonathan R. Mook, an employment law attorney with Alexandria, Va.-based law firm DiMuroGinsberg. 

The following seven steps can help you make sure your workforce accommodation efforts promote an inclusive culture.


Step 1: See the Value

Employees can sense when company leaders are just going through the motions, even if HR says all the right words. “The biggest issue is a negative attitude toward accommodations,” says Linda Batiste, principal consultant with Washington, D.C.-based Job Accommodation Network (JAN). JAN is a free service of the U.S. Department of Labor’s Office of Disability Employment Policy that fields thousands of calls a year from employees and employers dealing with accommodation requests. 

“We can tell when [an employer] first starts talking if they really don’t believe in making accommodations. If that’s the case, it’s not going to work,” Batiste says. Approaching requests from an adversarial position sets up an “us versus them” environment that rarely ends well for anyone. 

Negative views often spring from misinformation. “A lot of employers think that accommodations are going to be difficult to make and cost a lot,” Batiste says. But JAN’s annual research shows that 59 percent of such modifications cost absolutely nothing, while the rest typically amount to about $500. 

“Accommodating employees in the workplace should actually save employers money because the alternative, in many cases, is putting the employee on leave, and many [employers] have short-term disability policies,” says Joan E. Casciari, a partner at Chicago-based law firm Seyfarth Shaw. 

1 in 5
U.S. adults has a disability.
Source: Job Accommodation Network. 

A solid process can also protect a business from employee injuries (e.g., Sodexo restricting the cook with a seizure disorder from climbing), lawsuits and Equal Employment Opportunity Commission (EEOC) charges. “To litigate one of these claims will cost 10 or 20 times the amount that it would have cost the employer to adequately fund the HR department” to assess and document and provide these requests, Mook says.

There are also less tangible, but no less important, benefits for the corporate culture. “From a retention perspective, when you’re able to show people that you truly care, that they’re able to bring their true selves to work, that’s valuable,” says Dawnita Wilson, the Gaithersburg, Md.-based director of global diversity and inclusion at Sodexo. “It contributes to an inclusive culture and environment, allowing people to be open about what their needs are.”


Step 2: Put It in Writing

Make sure you have a formal policy on workplace accommodations. Key points that the document should cover include:

Basic information on the ADA. Don’t assume employees know their rights. Explain the statute in broad terms, but avoid outlining examples of what would and would not be approved. “It all depends on specific facts of the situation,” Mook says. “You can’t check off the boxes.” Getting too specific in the written policy could come back to bite you if an employee later contests a denial.

Guidelines for submitting a request. Gather accommodation request information from an employee, preferably in a face-to-face meeting with an HR representative. Requiring employees to submit a request form is fine, but it is no substitute for talking in person or by phone. This exchange is known as the “interactive process,” and, in some jurisdictions, failure to engage in it is an independent violation of the law, Casciari says. Be sure to collect information on the challenges the employee is having on the job and any accommodations that he or she suggests. Documentation from an employee’s doctor may not be necessary. It can be requested later if needed.


The appropriate point of contact. It’s best to designate one person or unit in the HR department to receive and manage all accommodation requests. “They should not be handled ad hoc by a supervisor,” Mook says. “I suggest that the HR person speak directly with the employee” and get the info from him or her. This approach provides more consistency and ensures that HR is apprised of all related circumstances.

Communication standards. Explain what, when and how HR will communicate with the employee about his or her request. (See Step 6: Document and Communicate.) Setting expectations at the beginning of the process could help reduce employees’ apprehension and cut down on unnecessary phone calls and e-mails. 


Step 3: Get Job Descriptions in Order

A job description is the template for determining “essential job functions,” which are in turn what the EEOC and courts use to consider what constitutes “reasonable accommodation” and “undue hardship” under the law. “Generally speaking, an employer is not required to remove essential functions from a job or create a job for a person who is unable to perform the essential functions of his or her position,” Casciari says. 

Job descriptions should be as specific as possible, tailored to your organization and updated periodically to ensure accuracy. Make sure new hires attest that they have read and received a copy of their job description during onboarding, experts say, and advise managers to review job descriptions with employees as part of their annual performance evaluation. Ask employees to provide feedback on their essential job functions each year, make any necessary changes and have them sign the document. “The job description should be an evolving document,” Mook says. 

[SHRM members-only toolkit: Developing an Accessible Workplace]

Step 4: Train, Train, Train

Even the best procedures are of no use if managers and staff don’t know about them. Accommodation policies should be part of onboarding training, and managers and supervisors should understand how to recognize and react to employees’ needs. 
“One of the major mistakes we see is that front-line supervisors are not properly trained,” Batiste says. 

At Sodexo, ADA accommodations are covered as part of the employer’s “disabilities in the workplace” training, and front-line managers and supervisors receive additional instruction. “We encourage ongoing diversity training,” Wilson says. 

75%

of disabilities are not easily noticeable.

Source: Job Accommodation Network.



Other points managers and supervisors need to understand: Even a casual conversation between employee and supervisor can qualify as “awareness” under the ADA. “Even if the procedures say ‘go talk to HR,’ an informal request is enough to trigger the employer’s responsibility,” Batiste says. The law doesn’t say that the request has to be formal; as long as the employer has “constructive knowledge” of the disability, the organization is legally required to begin an interactive dialogue. 

All requests and accommodations, no matter how minor, should go through the process. “An issue can arise [later] when the employee says, ‘my prior supervisor let me do it for the last five years, but my new supervisor says no more,’ ” Mook says. “Then HR is blindsided.” 
Supervisors should be trained to avoid discussions about employees’ disabilities, the merits of their accommodation requests or the efficacy of their accommodations with the employee or with others. If a worker initiates a conversation, the manager should refer him or her to the HR rep.


Step 5: Evaluate the Right Things

Don’t focus on the validity of the employee’s claim. Instead, hone in on the disability’s relation to the employee’s essential job functions and the practicality of available accommodations. “It’s generally not worth arguing whether or not an employee is truly disabled,” Mook says. “Let’s assume they are.”

The ADA requires that employers make “reasonable accommodation” to allow covered individuals to perform the essential job functions unless accommodation creates an “undue hardship” for the employer. Undue hardship can include costs relative to the size and revenues of the company, impacts on production volume or quality, and disruption in the workplace. “An employer is not required to reduce its qualitative or quantitative standards as an accommodation,” Casciari says, “but it is required to explore ways to allow the employee to perform at the required level.”

An accommodation request is never closed ... check in with the employee and manager regularly to see how the accommodation is working out.

Often, workers will have their own ideas about modifications that could work, but the employer is ultimately responsible for researching equipment, tools and costs. JAN can be an invaluable resource for this, as can affinity groups for specific disabilities and health conditions, such as the American Diabetes Association and the National Federation of the Blind. 

If you decide to offer a different accommodation than that requested, be prepared to defend the choice. If employees ask for a specific type or brand of equipment, for example, consider the request carefully. Document the decision, retain any supporting research in the file, and follow up regularly with the employee to assess the accommodation’s effectiveness. 

​

5 Mistakes to Avoid When Handling ADA Accommodation Requests

Mistake No. 1
Assuming an adversarial stance. Adopting an “us versus them” attitude rarely works out well for either side. Instead, focus on how the process can support business goals such as improved retention, injury prevention, and diversity and inclusion. 

Mistake No. 2
Allowing front-line supervisors to evaluate requests. Managers should be trained to refer any employee requesting accommodation to the designated HR representative. Having one person or unit responsible for handling accommodations is the best way to ensure consistency and legal compliance.

Mistake No. 3
Trying to prove the employee isn’t disabled. The ADA Amendments Act of 2008 broadened the definition of disability considerably. Legal experts say it is very difficult to disprove an employee’s disability claim. Instead, focus on evaluating the disability’s impact on the essential job functions and the practicality of the available accommodations.

Mistake No. 4
Keeping it to yourself. Establish a confidential file separate from the employee’s personnel file, and document every conversation scrupulously. You should still speak with the employee on the phone or in person, but follow up with a written memo and include it in the file. Be sure to keep the employee informed of the request’s progress; lack of communication leads to frustration and distrust. 

Mistake No. 5
Closing the file. Even after a request is approved and the accommodation is implemented, follow up regularly to ensure that the changes are working for everyone involved. Set a regular schedule for follow-up during the first year, and make an accommodations check-in part of the annual performance evaluation process going forward. Document all follow-up activities as they occur.

Source: Job Accommodation Network. 

Step 6: Document and Communicate

You know the old saying “If it isn’t documented, it didn’t happen”? Record-keeping should be initiated as soon as the request is brought to HR’s attention and should continue throughout an employee’s tenure. “Even if a form is filled out, document it,” Mook says. To ensure employee privacy, it’s a good idea to maintain a separate confidential file for the accommodation process rather than including that information in the employee’s personnel file. 

Remember, documentation is not just for the company’s protection; it should also be used to communicate with the requesting employee. “It is very helpful to communicate with the employee all along the process,” Batiste says. Without regular updates, employees can feel forgotten and suspicious of the company’s intentions. Telephone and in-person updates feel more personal; just be sure to document the conversation afterward and provide a copy to the employee. 
 


Who You Gonna Call? 

ADA accommodation resources for employers: 

Job Accommodation Network (JAN) 
This federal agency, a service of the U.S. Department of Labor’s Office of Disability Employment Policy, offers a wealth of free information for employers and individuals. The website provides access to a searchable database of accommodation options; an A-to-Z listing organized by disability, topic and limitation; access to training webinars; podcasts; and more. Employers and individuals can also call the JAN hotline at (800) 526-7234—(877) 781-9403 for TTY—for free, confidential technical assistance on job accommodations and the ADA. 

Employment Law Information Network 
While not exclusively focused on the ADA and workplace accommodations, this website offers a variety of information on disability employment law through its blog posts and news aggregation. It also provides templated language on ADA policies for employee handbooks. 

National Employment Law Institute (NELI) 
NELI is a nonprofit continuing education organization that conducts employment law seminars, teleconferences and webinars for employment and labor attorneys and continuing professional education and HR recertification for human resource and other professionals in the field. The organization also provides in-house ADA training, expert witness services and a variety of downloadable publications. 

SHRM Toolkit on Accommodating Employees’ Disabilities 

Step 7: Follow Up Regularly

An accommodation request is never closed. Even after the change is approved and implemented, check in with the employee and manager regularly to see how the accommodation is working out. Don’t assume everything is fine just because no one is complaining to HR, Mook says. “Saying ‘the employee never raised an issue’ doesn’t mean the employee can’t raise the issue later.”

A follow-up schedule can lengthen over time. For example, it may make sense to check in with the worker and the manager a few weeks after initial implementation, followed by quarterly meetings during the first year. Going forward, an accommodation check-in should become part of the person’s annual performance review. Be sure the employee and manager know they can bring any changes or issues regarding the disability or accommodation to HR’s attention at any time. And of course, document all follow-up measures in the confidential file. 

Follow these guidelines consistently and continually and your employees will feel valued, your organization will be protected, and your workplace will be more productive.  

Jennifer Arnold is a freelance writer based in Jacksonville Beach, Fla.

Illustration by Michael Glenwood for HR Magazine.
 

Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter. 


Communication
Employee Relations

Related Articles

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Contact SHRM
  • Book a SHRM Executive Speaker
  • Advertise with Us
  • Partner with Us
  • Copyright & Permissions
  • Post a Job
  • Find an HR Job
Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now