Analyzing Workplace Accommodations for Riley Thomas: Disability Case

This case study examines suitable workplace accommodations for Riley Thomas, a 22-year-old individual with developmental disabilities and visual impairment. It identifies potential accommodations, such as providing a support person and addressing commuting challenges, and explores relevant legislation like the AHR Act and the Americans with Disabilities Act (ADA). A proposal is presented to a potential employer, DP World Inc., highlighting the benefits of accommodating Thomas's needs, including increased motivation, improved productivity, and enhanced customer interactions. The study concludes that providing appropriate support can significantly improve Thomas's work performance and contribute to the overall success of the organization. Desklib provides access to similar case studies and solved assignments.

Running head: DISABILITY STUDIES 1
Disability Studies
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Introduction
This paper aims to use the disabling condition/mental health label and personal profile
accompanying the case study person (Riley Thomas) in the identification of potential supports
and accommodations in the workplace. The paper includes a thorough analysis of the disabling
condition of Thomas, as well as the information from his profile regarding the possible
workplace accommodations. It also uses various resources in identifying all the potential
accommodations which would help Thomas in his workplace. Besides, the paper seeks to
identify duty to accommodate legislation which would suitably apply to the workplace.
Furthermore, it includes a proposal to a potential employer to support the needs of the case
study person (Riley Thomas) on the job while also seeking to identify the benefits that the
employer would enjoy.
Thorough Description of Thomas’s Disabling Condition/Mental Health Concern
and Relevant Information
Riley Thomas is a skilled computer individual with twenty-two years of age. He has a
developmental disability and impaired vision. However, Thomas does not experience any
feelings of disability in any way since he can make good friendships and take the pursuit of his
life interests and passions. Besides, Thomas has no significant mental disability.
Developmental disability encompasses various conditions which affect the individuals’
process of learning and skill acquisition. The conditions mainly develop at birth or in childhood.
Developmental disabilities are usually severe and long-term health problems which affect
individuals (Jon A. Sanford, 2012). The disabilities include a collection of health conditions that
result from physical impairment, language, behavior or learning areas. They also include limited
functioning that results from the disorders of the nervous system development. The common

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types of developmental disabilities are motor disabilities, cognitive disabilities, behavioral
disorders, and disabilities in hearing, speech and vision (Jones, 2013). The conditions often
commence during the developmental period (infancy), and they significantly affect the day-to-
day functioning of an individual. Thomas suffers from these conditions as a result of his
developmental disability, although he does not recognize them in his daily life (Harder, 2016).
Vision impairment, also known as visual loss or vision disability, is one of the health
problem outcomes of developmental disability. Thomas suffers from impaired vision. The
condition refers to a significant decrease in an individual’s ability to see to the extent that results
in challenges which common means such as medication or glasses cannot remedy (Jones, 2013).
Trauma, developmental disabilities, and disease are common causes of vision impairment.
Disorders in nerves and brain can also cause visual impairment. Visual impairment can make
Thomas experience significant difficulties in his daily life activities such as socializing, driving,
walking and even reading. Although Riley Thomas does not currently face these challenges, he
may experience them shortly (Bruyère & Barrington, 2012).
Potential Workplace Accommodations about the Case Study
Thomas suffers mainly from visual impairment. There are some workplace
accommodations that potential employers can initiate to eliminate or minimize the workplace
barriers for Thomas. The accommodations would help Thomas in the accomplishment of his
essential job duties and functions. For instance, potential employers may seek to implement
accommodations about blindness. The accommodations would help to eliminate or decrease the
physical exertion during work. Such blindness-related accommodations may include scheduled
rest breaks, help with the lifting of heavy objects, and aids of mobility (Braveman &
Page, 2011).

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Allocating a support person to Riley Thomas is also another accommodation that
potential employers can use to mitigate the workplace barriers for him. Thomas may most likely
have intellectual disability that results from the developmental disability. He, therefore, needs a
personal assistant or support especially during meetings with his employer. His wife can serve
as the best support for him for the mentioned purpose (Blanpain & Hendrickx, 2016).
Furthermore, Thomas may face difficulties in driving or commuting to work due to his
visual impairment. Therefore, the potential employer must consider providing him with
accommodation since he can work well after getting to the workplace. The only challenge he
may face is commuting to work (Bruyère & Barrington, 2012).
Duty to Accommodate Legislation That Would Apply to the Workplace
The two Duty to Accommodate Legislations that apply suitably to the workplace in the
case of Riley Thomas includes the AHR Act and the Americans with Disabilities Act (ADA).
The ADA obliges employers to accommodate disabled workers in securing and attaining jobs
reasonably. The ADA positively impacts on the job placement of individuals with disabilities. It
has also helped in the reduction and possible elimination of workplace discrimination. The
legislation requires employers to categorize jobs in a manner that avoids discrimination. It also
requires them to avoid the use of discriminatory standards and practices in the hiring process
(Blanpain & Hendrickx, 2016).
Similarly, the AHR act advocates for discrimination elimination at the workplace
especially against disabled employees. The act requires employers to make all necessary efforts
to offer equal treatment to employees. It requires employers to make alterations to their
premises with a view to increasing the accessibility. It also advocates for the purchase or use of

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necessary modifying tools or aids in the workplace to help disabled employees with their job
tasks (Blanck, 2010).
A Proposal to the Potential Employer-Based On Job Target for Riley Thomas
According to module 3, the most suitable job target for Riley Thomas is Computer user
support technician, working possibly at DP World Inc. Riley Thomas suffers from
developmental disabilities and visual impairment. Although the issues do not currently affect
him, they can most likely challenge his ability to perform assigned duties at the workplace
(Braveman & Page, 2011). Therefore, the employer needs to design necessary accommodations
that help in the mitigation of the possible workplace barriers for Thomas. These may include
measures such as allocation of a support individual and accommodation offer (Blanpain &
Hendrickx, 2016).
There are various benefits that the employer, DP World Inc. would reap from the
accommodation measures. For instance, Thomas’s motivation to work will increase, leading to
increased production and enhanced overall performance of the organization (Schultz &
Rogers, 2010). Also, employee accommodation helps the employer in the retention of a valued
and qualified workforce. Furthermore, DP World Inc. would benefit from improved interactions
of Thomas with customers since his job involves providing essential support to clients, by
attending to their queries either over the phone or physically (Blanck, 2010).
Conclusion
The most common disability that Riley Thomas suffers is a visual impairment that
possibly results from his developmental disability. The most potential employer, DP World Inc.,
can mitigate the disability by offering accommodation and personal support or assistant. The
efforts to accommodate Thomas would help the employer realize significant improvements in

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the overall organizational performance, resulting from his increased motivation to work and
interact positively with clients.
References
Blanck, P. D. (2010). Employment, Disability, and the Americans with Disabilities Act: Issues
in Law, Public Policy, and Research (5th Ed.). Evanston, IL: Northwestern University
Press.
Blanpain, R., & Hendrickx, F. (2016). Reasonable Accommodation in the Modern Workplace:
Potential and Limits of the Integrative Logics of Labour Law. Bulletin of Comparative
Labour.
Braveman, B., & Page, J. J. (2011). WORK: Promoting Participation & Productivity through
Occupational Therapy (12th Ed.). Philadelphia: F.A. Davis.
Bruyère, S. M., & Barrington, L. (2012). Employment and Work. Thousand Oaks, CA: SAGE.
Harder, H. G. (2016). Disability Management and Workplace Integration: International
Research Findings. Routledge.
Jon A. Sanford, M. (2012). Universal Design as a Rehabilitation Strategy: Design for the Ages.
Springer Publishing Company.
Jones, N. L. (2013). The Americans with Disabilities Act (ADA): Overview, Regulations, and
Interpretations. Nova Publishers.
Schultz, I. Z., & Rogers, E. S. (2010). Work Accommodation and Retention in Mental Health.
Springer Science & Business Media.