Accommodations For Employees With Autism

Accommodations

Questions to Consider

1. What limitations does the employee with ASD experience?
2. How do these limitations affect their job performance?
3. What specific job tasks are problematic as a result of these limitations?
4. What accommodations are available to reduce or remove these problems?
5. Are all possible resources being used to determine accommodations?
6. Can the employee with Autism Spectrum Disorder provide information on possible

accommodation solutions?

1. Would it be useful to meet with the employee with Autism Spectrum Disorder to determine the effectiveness of the accommodations and to determine whether additional accommodations are required?
2. Do supervisory staff and employees need training regarding Autism Spectrum

Disorder?

Accommodation Ideas for Speaking/Communication

• Provide advance notice of topics to be discussed in meetings to help facilitate communication
• Provide advance notice of date of meeting when employee is required to speak to reduce anxiety
• Allow employee to provide written response in lieu of verbal response
• Allow employee to have a friend or coworker attend meeting to reduce or remove the feeling of being left out
• Allow employee to bring an advocate to performance reviews and disciplinary meetings

Accommodation Ideas for Time Management

Individuals with ASD may often have difficulty managing time. This can affect their ability to complete tasks within a given timeframe. It may also be difficult to prepare for, or to begin, work activities. • Divide large assignments into several small tasks • Set a timer to ma ke an alarm after assigning ample time to complete a task • Provide a checklist of assignments • Supply an electronic or handheld organizer and train how to use effectively • Use a wall calendar to emphasize due dates Atypical Body Movements: Individuals wi th ASD may exhibit atypical body movements such as fidgeting. Atypical body movements are sometimes called stimulatory behavior, or “stimming.” These body movements often help calm the person or assist in concentrating on tasks, but can also disturb cowork ers at times. • Provide structured breaks to create an outlet for physical activity • Allow employee to use items such as hand - held squeeze balls and similar objects to provide sensory input or calming effect • Allow the employee to work from home • Schedule p eriodic rest breaks away from the workstation • Review conduct policy with employee • Provide private workspace where employee will have room to move about and not disturb others by movements such as fidgeting Company Structure, Conduct Policy, and Discipli ne: Individuals with ASD may not be familiar with or understand abstract concepts like corporate structure, hierarchies of responsibility, reporting requirements, and other structural elements of the workplace. • Explain corporate structure to employee, usi ng visual charts and clear descriptions of positions and reporting structure. Do not assume that employee will understand structure from a simple chart of job titles • Review conduct policy with employee • Adjust method of supervision to better prepare emplo yee for feedback, disciplinary action, and other communication about job performance • Provide concrete examples to explain expected conduct • Provide concrete examples to explain consequences of violating company policy • Use services of the Employee Assista nce Program (EAP) if available