Accommodation: Telework (alternative work arrangements, remote, hybrid, work from home, WFH, telecommuting)

AT-A-GLANCE

Challenge Type: Respiratory / Environmental Sensitivity

Accommodation Type: Schedule / Policy

Summary: Alternative work arrangements, like telework, can expand employment opportunities for many workers, but particularly for employees with disability-related limitations that affect commuting to work or performing job duties at a traditional worksite. The Equal Employment Opportunity Commission (EEOC) says that telework/work at home may be a form of reasonable accommodation under the Americans with Disabilities Act (ADA), because changing the location where work is performed may be a form of modifying a workplace policy. Telework is often suggested as an accommodation solution to address a variety of impairments, limitations, and work-related barriers. Examples of work-related barriers can include: • Difficulty commuting to and from work due to disability-related reasons • Limited access to accessible parking • Limited worksite or workstation accessibility • Environmental issues (e.g., construction activities, exposure to chemicals/irritants, temperature sensitivity, problematic lighting, etc.) • Lack of privacy to manage personal/medical needs, like using the restroom, taking medication, or receiving treatment • Rigid work schedule • Exposure to viruses and bacteria • Workplace distractions affecting concentration

What is Telework (alternative work arrangements, remote, hybrid, work from home, WFH, telecommuting)?

Telework, also known as remote work or hybrid work, is an accommodation that allows employees to perform their job duties outside of a traditional office setting, often from home or another remote location. This flexible work arrangement supports individuals who face challenges commuting due to disabilities, chronic health conditions, or caregiving responsibilities. Telework enhances productivity and work-life balance by reducing physical barriers and providing a customizable work environment. It is a widely recognized alternative work arrangement that promotes inclusion and accessibility in the workplace, benefiting both employees and employers by fostering a diverse and adaptive workforce.

Who Benefits

People with mobility limitations, chronic illnesses, or sensory sensitivities who find commuting or office environments challenging.
Anyone who needs a flexible schedule or a quiet, controlled workspace to perform their job effectively.

How to Use Telework (alternative work arrangements, remote, hybrid, work from home, WFH, telecommuting) Effectively

Begin by setting up a dedicated, ergonomic workspace with reliable internet and necessary technology. Communicate regularly with supervisors and colleagues using video calls and messaging platforms to stay connected. Establish a consistent daily routine and take regular breaks to maintain focus and well-being. Review and update your setup periodically to adapt to changing needs and maintain productivity in your telework environment.

Key Considerations

Costs may include home office equipment and internet upgrades; some employers offer stipends or reimbursements.
Telework works well in remote, hybrid, and flexible office environments but may require adjustments for roles needing in-person presence.
Compliance with ADA guidelines and employer policies supports legal and safety standards for remote accommodations.

Disclo Makes Implementation Simple

Disclo streamlines requests, documentation, and tracking for Telework (alternative work arrangements, remote, hybrid, work from home, WFH, telecommuting), so HR teams and employees spend less time on paperwork and more time working productively.