Hand-held electronic organizers, software calendars and organizer programs.White noise or environmental sound machines.Recording devices for recording/reviewing meetings and training sessions.Music (with headset) to block out distractions. Reduction of workplace noise that can be adjusted (such as telephone volume).Office/workspace location away from noisy machinery.Private offices or private space enclosures.Addition of room dividers, partitions, soundproofing or visual barriers between workspaces to reduce noise or visual distractions.Reduction or removal of distractions in the work area.Permitting beverages and food at workstations, if necessary, to mitigate the side effects of medications.Breaks according to individual needs rather than a fixed schedule, more frequent breaks or greater flexibility in scheduling breaks, provision of backup coverage during breaks, and telephone breaks during work hours to call professionals and others needed for support.Sick leave for reasons related to mental health, flexible use of vacation time, additional unpaid or administrative leave for treatment or recovery, leaves of absence or use of occasional leave (a few hours at a time) for therapy and related appointments.Telecommuting, part-time hours, job sharing, adjustments in the start or end of work hours and granting permission to make up missed time for employees struggling with medication side effects, such as drowsiness or lack of energy.The list below does not include all possible accommodations, but it is a good starting point and provides some of the most effective and frequently used workplace accommodations. Many of these interventions will improve worker productivity, regardless of their mental health status. Department of Labor and the Society for Human Resource Managers (SHRM) offer the following examples of accommodations that have helped employees with mental health conditions to more effectively perform their jobs. Moreover, effective accommodations can be good for business because they help employees return to work more quickly after disability or medical leave, eliminate costs due to lost productivity, and help recruit and retain qualified employees. The majority of accommodations can be made for minimal, if any, cost and a small investment of time and planning. Reasonable accommodations are adjustments t a work setting that make it possible for qualified employees with disabilities to perform the essential functions of their jobs. Under the Americans with Disabilities Act (ADA) and other nondiscrimination laws, most employers must provide reasonable accommodations to qualified employees with disabilities, including mental health conditions.
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