*Employer Accomodations* Part V

Accommodations must always be made in collaboration with the employee who has MS as he or she is the expert of the disease within his or her body, the limitations present, and what will or will not directly affect his or her production level within the work environment (Cornell, 2001). Most individuals with MS have been able to develop and use non-traditional accommodations to lead relatively normal daily lives. However, those who require accommodations within the professional environment have a right to request these accommodations and the employer has a responsibility to allow or such accommodations.

Symptoms of MS Requiring Accommodations

            Fatigue. During and after an MS relapse, it is not uncommon for MS patients to describe a profound fatigue restricting the function of day-to-day activities. Fatigue is often the most common MS symptom resulting in accommodations being made concerning an employee’s work performance at peak activity levels during his or her work day (Cornell, 2001). Typically, MS patients will describe the beginning of the day when they feel at optimal performance levels with performance deteriorating throughout the day caused by fatigue. Modifying the typical work day where the employee has more mentally or physically demanding activities in the morning could help alleviate such fatigue in the afternoon (Cornell, 2001). Furthermore, allowing short 10 minute breaks throughout the day will allow the significance of fatigue to be reduced (Cornell, 2001).

Motor Weakness. By making sure the employee with MS is seated properly with the monitor at the right height, the mouse and keyboard positioned properly, and equipment nearby, pain and fatigue, though never eliminated, can be helped. Motor weakness can be elevated due to MS, so an ergonomic work environment may be necessary for an employee with MS to function at optimal levels (Cornell, 2001). Additionally, the employee should be allowed to keep some type of power mobility, such as a scooter or power chair, at work to facilitate easier travel within the work environment (Cornell, 2001).

Bladder and Bowel Control. Though these particular issues are typically managed by the employee and his or her medical team, certain instances will require accommodations by the employer. Accommodations will need to be made by the employer to allow for easy access to facility restrooms due to bladder and bowel control in MS patients. Additionally, allowing opportunities for the employee to change clothing, carefully schedule meals, and allowing an option to work from home during times when bowel and bladder issues are more severe are other accommodations employers should consider (Cornell, 2001).

Loss of Limb Sensation. Loss of sensation in the hands or fingers can cause difficulty with typing, and accommodations such as different pointers, sensation stimuli placed on the keyboard, or voice recognition may be needed (Cornell, 2001). Furthermore, experimenting with different computer pointing devices such as joysticks to replace a mouse is another useful accommodation to be considered.

            Cognitive. Cognitive challenges will make it difficult to remember tasks, and accommodations such as a digital personal assistant to help with remembering to do tasks, remembering how to perform a task, or remembering important deadlines or meetings may be needed (Wahlder, n.d.). Additionally, these particular reminders can be programmed to be sent to the employee’s phone to maximize routines throughout the day (Cornell, 2001). If a list of cognitive demands on the job could be analyzed, odds are that the employee enduring MS will find it much simpler to describe what he or she needs.

             Unpredictability. The progression of MS is the main factor that causes MS to be so unpredictable. This unpredictability, in a sense, can be planned for by both the employee and employer. Understanding the current limitations and possible limitations will prepare all involved for what may be needed or what may happen in the future (Cornell, 2001). Additionally, in part of understanding unpredictability, both the employee and employer should sit down and prepare of plan of attack, so to speak, for possible relapses where the employee would require a week of hospitalization or recovery that would involve a slower-paced return to work.