Affiliations: Department of Counseling, Higher Education, and Special Education, University of Maryland at College Park, MA, USA | Mental Illness Research Education and Clinical Center, Bedford VA Medical Center, Bedford, MA, USA
Note: [] Address for Correspondence: Paul B. Gold, Ph.D., Department of Counseling and Personnel Services, University of Maryland at College Park, MA 20742, USA. Tel.: +1 301 405 8414; Fax: +1 301 405 9995; E-mail: pbgold08@gmail.com
Abstract: Providing reasonable workplace accommodations for employees with disabilities has been associated with enhanced job tenure, performance, and satisfaction. However, employers have struggled to effectively meet employee accommodation requests, and few studies have specifically examined how employees and employers negotiate requests. In this exploratory focus group study, we asked three key stakeholder groups – employers, employees with disabilities, and vocational rehabilitation service providers – “What helps and hinders requesting, negotiating, implementing, and evaluating workplace accommodations for employees with disabilities?” From our grounded theory analysis, we found that, although employers' and employees' perceptions about negotiating accommodations converged in several ways (e.g., employees presenting credible requests to employers to improve job performance), they differed sharply on their expectations of each other (e.g., costs of accommodations versus moral obligations to provide them). Such divergence requires that employers and employees with disabilities should become more aware of each other's perspectives, and more educated about how accommodation requests ought to be managed to improve job retention, reduce turnover costs, and decrease the likelihood of litigation. Based on findings of our small study, we offer a modest recommendation: educational interventions should be specifically tailored to each stakeholder group's roles according to major thematic areas of credibility, trust, and obligations.
Keywords: Americans with Disabilities Act, workplace reasonable accommodations, negotiation of accommodations, employees with work disabilities, focus groups, grounded theory analysis
