Accomodation Options include:
- Restructuring work or daily tasks by dividing larger tasks into smaller steps.
- Using equipment or devices needed such as noise cancelling headphones instead of ear plugs.
- Tinted safety glasses.
- Adjusting the work locations to work in an area clear from distractions such as a busy work area.
- Written instructions for work tasks to be completed each day, with priority tasks highlighted.
- Provide a supportive mentor to help bridge the understanding of supporting an autistic employee with the workplace routines and structures.
Documentation
- Straight forward accommodations do not require documentation, but the agreement must be clearly understood by employer and employee.
- Modification in work structure accommodations can be documented within the employee learning plan for employment. Example: wearing noise cancelling headphones.
- More complex accommodations may require specific documentation, accommodation letter, or form. Example – Adjustments to the lines of communication for the employee to receive clear written instructions from the supervisor.
Duty
- The duty to accommodate people with disabilities means accommodation must be provided in a way that most respects the dignity of the person, if doing so does not cause undue hardship. Human dignity encompasses individual self-respect, self-worth and inherent worth as a human being. It is concerned with physical and psychological integrity and empowerment. It is harmed when people are marginalized, stigmatized, ignored or devalued. Privacy, confidentiality, comfort, individuality and self-esteem are all important factors.