{ "media_type": "text", "post_content": "Is it common for the benefits team to administer accommodation? I was always under the assumption that HRBP’s, who supported those business units administered it and provided the benefits/leave team with the tracking information to put it the HRIS system.", "post_id": "627e591abeb6d90038d679a9", "reply_count": 6, "vote_count": 1, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources", "feed_type": "crowd" }
null

Is it common for the benefits team to administer accommodation? I was always under the assumption that HRBP’s, who supported those business units administered it and provided the benefits/leave team with the tracking information to put it the HRIS system.

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No. HRBPs who should be more savvy/informed on legal aspects should be managing accommodations

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What do you mean by "administer accommodation"?

ADA accommodations typically fall under leave administration. I’ve seen it administered by both the HRBP or the Benefit teams.

I have always administered the accommodations even when I was the Benefits Specialist. I usually contact JAN (Job Accommodation Network) they have so much info and always return emails. If your organization is large enough Unum can administer this for you.

In my organization, Benefits does leave administration and the more straightforward/“simple” accommodations (i.e. employee needs a wrist pad for their keyboard/mouse), but Employee Relations manages the accoms which require a deeper interactive process (schedule accoms, modes of work, etc.).

Our compliance and risk team approve it and then my team (HR Ops) helps to implement it.

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