1. ENJOY Good Day! Compliance Benefits This is your 30-Second
Business Training:
Compliance Benefits
ENJOY
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2. What are the benefits of accommodating an employee with a disability?
Accommodations help employers retain valued and
qualified employees.
Effective accommodations increase an employee’s productivity.
Providing accommodations to employees with disabilities results in
savings for workers’ compensation and other insurance.
All of the Above.

3. Close… Studies show that the provision of
reasonable accommodations allow
employers to retain valuable employees
by reducing barriers to employment
related to a person’s disability.
Employers are able to cut costs related to
hiring and training new staff.
But accommodations offer other
advantages too!
Try Again!

4. Almost…
Accommodated workers are productive workers! Effective accommodations provide your employees with an opportunity to achieve the same level of performance as your employees without disabilities. But there is so much more to consider!
Try Again!

5. True, but there’s more…
Yes. Recent studies show that the provision of reasonable accommodation helped employers save on workers’ compensation and other insurance costs by increasing workplace safety and overall company attendance. However, there are other benefits to accommodations!
Try Again!

6. CORRECT!
Employers that accommodate their workers with disabilities report several direct and indirect benefits of accommodations. These include improved employee retention, attendance, productivity, and workplace safety and increased organizational diversity, morale, and customer service. Creating access for your workers with disabilities makes good business sense! For more information about the benefits of accommodating workers with disabilities, visit JAN’s Workplace Accommodations: Low Cost, High Impact.
This 30-Second Training has been developed using Federal funds from the Department of Labor, Employment and Training Administration under Contract No.: DOLJ131A The contents of this publication do not necessarily reflect the views or policies of the Department of Labor, nor does mention of trade names, commercial products, or organizations