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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
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.
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