•  Building Diversity
•  Recruitment
•  Hiring
•  Evaluating the Workplace
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  • Reasonable Accommodation
  • Accommodation Solutions
  • Accessibility Checklist
•  Retention
•  Become a Top Employer
•  Employer Resources
•  Q & A
•  ADA ABC'S
•  Myths and Facts
•  Support For Employers
•  Working Together

• Are there designated parking spaces for people with disabilities close to the entrance?
• Is there a pathway (without abrupt level changes or steps) that leads from the parking area to the entrance?
• If ramps are used to provide access, are they appropriately graded and wide enough, and are handrails and edge guards provided?
• Are the doors wide enough (at least 3 feet) for people using wheelchairs? Are they easy to open (not excessively heavy, with easily grasped handles, or automatic)?
• Are hallways wide enough, particularly when turning corners or entering doorways?
• Is the personnel office in an accessible location?
• How accessible are the restrooms? Is there sufficient space to pass through hallways and turn corners, and a wide enough doorway with no stairs? Consider the weight of the door, turning radius inside, toilet height, and grab bars. Can people with disabilities move around and use everything?
• Are pathways to the water fountains and public telephone accessible? Can people with disabilities use them?
• Are elevators accessible to all people with disabilities (control panels lower than 54 inches from the floor, raised symbols or numbers on the control panels)?
• Is all signage appropriate and accessible for people with visual, learning, and intellectual disabilities (including the use of symbols and graphics)?
• Is there an established process for arranging sign language interpreter services for applicants, employees, and clients who require this service?
• Does the emergency warning system include both audible and visual alarms? Is there an Area of Refuge on the upper floors where people with mobility disabilities can safely wait for rescue personnel?
• Is there a plan to ensure the safety of all employees in an emergency?
• Is there flexibility in operations to accommodate temporary or permanent work re-assignments or job-sharing?
• Is there a plan, policy, or procedure, known to all employees, for addressing work-related concerns, whether it be harassment, productivity, disability or other issues?

For more information contact:
jan@jan.wvu.edu