Reasonable accommodation and accessibility

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This section highlights negotiated provisions that support the inclusion of workers with disabilities or pregnancy-related needs in technology-intensive work environments. These accommodations ensure that all employees can equitably perform their job duties, access training, and safely interact with workplace technologies. Provisions vary in specificity but often include adaptive equipment, reassignment rights, assistive technologies, and structured processes for evaluating and implementing accommodations.

These examples are grouped by the type of accommodation-related support negotiated in collective bargaining agreements:

• Disability and pregnancy-related accommodations: Agreements that ensure individualized support through adaptive devices, workstation modifications, and temporary reassignment or leave.
• Assistive technology and equipment reimbursement: Provisions requiring the employer to fund or reimburse the cost of necessary assistive tools or technologies.
• Committee review and evaluation processes for accommodation requests: Structured procedures for submitting, reviewing, and resolving accommodation requests, often involving joint oversight or interactive dialogue with HR and facilities staff.

Disability and pregnancy-related accommodation

This section includes provisions that require employers to provide individualized accommodations—such as adaptive equipment, reassignment, or alternative duties—to support employees with disabilities or pregnancy-related needs in technology-integrated work environments.

Examples:

• “The parties agree that in many cases, changes in the work environment and other accommodations enable RNs with disabilities to more effectively perform their job duties. An active interaction and discussion between the RN, [the Union] (if requested by the RN) and the Department offers the best opportunity to reach agreement on a reasonable accommodation to meet the RN’s needs, even if the accommodation is not the specific request.… With respect to the modernized systems environment, examples of accommodations may include: The surface that holds the terminal will be adjusted to a level suitable to the RN’s needs; The keyboard will have “light touch,” guards, and other adaptive devices that will be considered; Visually impaired RNs will be permitted to label “home” keys; Operational and training materials will be available in Braille; Lap trays will be considered; Computer based voice-output systems or computer screen enlargers or other appropriate devices will be provided for visually impaired RNs; Hardware and software will be configured to accommodate color blindness (blinking cursor, highlighting); Printer switches will be available in “light touch” and located in an easily accessible location; Sight adaptive devices for medication administration; and, Adaptive devices for medication carts.” (NNU-OPM37)
• Adaptations, such as adjustable equipment and special devices, may be made to help employees with disabilities perform their jobs. Examples include “light touch” keyboards, lap trays, computer based voice-output systems or VDT screen enlargers, and hardware and software configurations for color blindness (blinking cursor, highlighting). (AFGE-OPM80)
• Management has an obligation to reasonably accommodate deaf or hard-of-hearing employees. These changes should be chosen based on each employee’s specific needs. The employer should talk to the employee before making a decision. Possible changes include using special technology like video relay services or other emerging technologies that help deaf or hard-of-hearing people communicate by phone or video. (APWU-PCBA14)
• Requests for assistive technology equipment should be submitted to the supervisor and program coordinator using the appropriate form. The request will be processed within five workdays, with updates provided if delays occur. (NFFE-OPM61) 
• “The Company is fully committed to ensuring equal opportunity in employment for qualified persons with disabilities. In accordance with Company policy, employees may request a reasonable accommodation, including available accessibility products and services, by contacting their manager or Human Resources. Such accommodations may include, but not be limited to: • Screen readers • Closed captioning • Live transcription for meetings and streaming events • Accessibility settings for apps and software. The Company shall respond to employee accessibility requests in a timely manner.” (WGAE-PCBA76) 

• “Upon request from a pregnant employee and subject to the needs of the Office, the PTO will reassign the employee to work that does not require the use of video display equipment. If such reassignment is not made, the employee may request leave for the duration of the pregnancy, in accordance with applicable rules, provisions and policies applicable to maternity leave.” (POPA-OPM66)
• “Upon request, a pregnant employee [who uses a computer terminal] shall have the right to be assigned other available duties or to be temporarily appointed to another position. The Employer agrees to make a reasonable effort to arrange for such other available duties or temporary assignment.” (CWA-PCBA61)

Assistive technology and equipment reimbursement

Some agreements ensure that when assistive technologies or special equipment are needed as part of a reasonable accommodation, employers are responsible for providing or reimbursing those costs.

Examples:

• “After the company and the employee have engaged in an interactive disability accommodation process, where it is determined that additional equipment or services are necessary to provide a reasonable accommodation and such accommodation will not give rise to undue hardship, the Company shall be responsible for the cost of such equipment and/or services, and an employee shall be reimbursed for such expenses in a timely manner.” (WGAE-PCBA76)
• “The Company will provide, and bear the cost of, any special equipment and special services it determines are needed to perform, at home, the duties and responsibilities of the employee’s job. To the extent that the Company determines an employee requires an accommodation, the Company will provide equipment and items required by law.” (CWA-PCBA47)

Committee review and evaluation processes for accommodation requests

Agreements can include collaborative processes or designated committees to assess and respond to employee accommodation requests in a fair and timely manner.

Examples:

• “It was agreed that the [the disability accommodation committee] will continue to review and evaluate all cost savings opportunities, reduce redundancies, streamline processes, apply flexibility where appropriate, and utilize current technologies to ensure continuous improvement of the current [Program].” (UAW-PCBA18)
• “The Company shall continue to maintain a process in which managers and employees engage in an interactive dialogue through Human Resources to evaluate accommodation requests in accordance with applicable law and Company policy. Employees may also raise workplace ergonomic concerns with the Company’s Facilities and Human Resources Departments.” (WGAE-PCBA76)

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