Adults with learning disorders often face obstacles due to misconceptions and ignorance about their conditions in the workplace.
Although learning disorders don’t involve impairment in intelligence, individuals who live with them can encounter serious challenges processing and retaining information.
This can lead to problems meeting job expectations and pursuing a successful career path without proper support. Fortunately, federal law offers employees with learning disorders rights and options to get the necessary resources to succeed.
This blog post will give an overview of learning disorder reasonable accommodations for federal employees.
We’ll answer common questions employees have about their rights, including:
- Is a learning disorder a disability under ADA?
- What are reasonable accommodations for learning disabilities at work?
- How can I get workplace accommodations for a learning disability?
The reasonable accommodation attorneys at Pines Federal are experienced advocates with over two decades of helping federal employees exercise their rights in the workplace. If you’re worried about getting the accommodations you deserve, contact our office online or call (800) 801-0598 today to learn how we can help.
Is a Learning Disorder a Disability Under ADA?
First, to answer this question, let’s clarify what defines a learning disorder.
According to the Mayo Clinic, a learning disorder is a condition that affects how someone’s brain takes in and uses information. These disorders come from neurological differences generally present from childhood and last a person’s entire life. Learning disorders can impact various processes involving verbal or nonverbal information.
Some common conditions associated with learning disorders include:
- Dyslexia—difficulty with reading and retaining written information;
- Dysgraphia—difficulty with the act of writing, including organizing thoughts and forming grammatical sentences;
- Dyscalculia—difficulty with math-related abilities, including telling time, counting, doing calculations, and measuring;
- Sensory processing disorders—difficulties processing, decoding, or remembering auditory or visual information; and
- Executive functioning deficits—challenges with planning, organizing, and prioritizing tasks, often involving time management, memory, and concentration issues.
So, is a learning disorder a disability? Under federal law, it can be. The Americans with Disabilities Act (ADA) considers a person to have a disability when a physical or mental impairment substantially limits one or more major life activities, including speaking, reading, concentrating, learning, communicating, and thinking.
Employees who suffer these limitations due to a learning disorder could be entitled to discrimination protections and workplace accommodations under federal disability rights laws.
Although the ADA oversees private-sector disability rights, federal employees receive these protections from the Rehabilitation Act of 1973 (Rehab Act). The Rehab Act initially established these standards and fundamental rights for federal employees, and the ADA simply extended them to private employees.
What Do Reasonable Accommodations for a Learning Disorder Look Like?
A reasonable accommodation is an alteration to the work environment that helps employees manage or overcome the limitations of their disabilities to perform their jobs successfully.
Reasonable accommodations for a learning disorder can involve changes to a workspace, how job assignments are communicated, or the equipment used to complete a job.
Some examples of common limitations and options for addressing them include:
- Reading comprehension. Screen-reading software, magnifying devices, and access to pens and highlighters can help employees who struggle with reading. Employees might also request that supervisors provide oral instead of written directions, or highlight critical information in written communications.
- Writing. Digital tools that perform speech recognition or automatically generate forms can help employees produce text without physically writing. Employees could also receive extra time to complete written tasks or have the option to complete written assessments verbally.
- Auditory or visual retention. Color-coding written instructions, following up verbal information with an email, and access to portable voice recorders can all benefit employees with certain sensory processing disorders.
- Math. Talking calculators, clocks, or cash registers can be helpful for those with difficulties counting or measuring.
- Organization and time management. Tools to aid with concentration and memory can help employees with various executive functioning impairments. This can include quiet work environments, white noise machines, personal bulletin boards, additional training, and extra breaks during the day.
Workplace accommodations are as unique as individuals. The one that best fits your needs will depend on your condition, job duties, and limitations.
How Do I Get Workplace Accommodations for a Learning Disability?
Requesting a workplace accommodation is a more informal process than many employees assume. It can begin with something as simple as a conversation with your boss. However, it’s best to take some time to reflect and prepare to document your request in writing.
Your accommodations request should:
- Explain the limitations of your learning disability,
- Describe specific job tasks where you have difficulty, and
- Propose possible accommodations.
It’s also a good idea to include any documentation or certification from a medical professional to support your request.
Typically, you and your boss will then meet to discuss your options. You may not receive your first-choice accommodation. Federal law requires employers and employees to work together to find a logistically and financially feasible solution given the job environment. The law won’t force employers to grant accommodations that pose “undue hardship” to their operations.
Trusted Advocates for the Rights of Federal Workers
Although the request process is relatively straightforward, getting learning disorder reasonable accommodations for federal employees isn’t always so simple.
If your employer ignores your accommodation requests or repeatedly refuses to consider your case, it’s time to get professional help.
At Pines Federal, our attorneys understand the unique challenges federal employees face. With over 60 years of combined legal experience, our team has the skills and insights to help you get the accommodations you deserve. Contact our office online or call (800) 801-0598 today to learn more about how we can help you.