An ABA workplace accommodation request goal can support identifying a work barrier, describing the needed adjustment in plain language, choosing what to disclose, using the employer's route, participating in follow-up, and checking whether the result is effective. The employer and applicable law control the accommodation decision. A clinician may document functional information within scope and with permission; the employee remains central to the process.
Begin with the work barrier and desired access
Describe the job task, application step, schedule, communication, environment, technology, or policy that creates the barrier. Identify the change that may help and how effectiveness would be observed. Examples can include an accessible interview format, written instructions, a communication aid, modified equipment, or a schedule adjustment. Each request depends on the person and job.
A request can use ordinary language
The EEOC reasonable-accommodation guidance explains that a person or representative may tell the employer that a work adjustment is needed for a reason related to a medical condition; the person need not use the words ADA or reasonable accommodation. Employers may seek information in some circumstances and discuss effective options.
Choose disclosure and support deliberately
Decide who receives the request, what functional information is needed, whether the employee wants a representative involved, and how records are protected. The EEOC pre-employment page describes different limits before an offer and during employment. Family, job-coach, and clinical participation should follow the employee's permission and the applicable process.
Keep communication and clinical roles clear
The employee should retain AAC, interpreters, and other communication access throughout the process. ASHA's AAC portal supports continuous access to AAC. A clinician can explain observed functional needs within competence; the employer decides the workplace response, and legal questions belong to qualified counsel or the appropriate agency.
A practical example
Nia requests written task changes and a ten-minute warning before reassignment. The request identifies the barrier, proposed changes, contact, and preferred follow-up. The employer acknowledges it, discusses two effective options, and tests one for three weeks. Nia records whether the support is available on 9 of 12 eligible shifts. Availability and effectiveness are reviewed separately.
Questions families can use
Ask which barrier matters, what change may help, who receives the request, what disclosure is chosen, which documentation is actually needed, how the employee participates, how status is tracked, and how effectiveness is reviewed. An ABA workplace accommodation request goal should support access without replacing the employer process or legal advice.
Sources
- Council of Autism Service Providers, ABA Practice Guidelines (Version 3.0) public summary
- Behavior Analyst Certification Board, Ethics Code for Behavior Analysts
- American Speech-Language-Hearing Association, Augmentative and Alternative Communication (AAC)
- U.S. Equal Employment Opportunity Commission, Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the ADA
- U.S. Equal Employment Opportunity Commission, Pre-Employment Inquiries and Medical Questions and Examinations
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