Vocational Rehabilitation Referral List
At LMS, we’re bridging the gap between HR professionals and Vocational Rehabilitation Specialists. To help organizations navigate the ADA accommodation process, we now offer a certification and referral program through our ADA Accommodation Compliance Blueprint™.
- Earn certification as a Certified or Senior Certified Vocational Rehabilitation Specialist.
- Be listed on the LMS Referral Network, connecting employers to trained ADA experts.
- Certified/Senior Certified Specialists assist with:
- Identifying how a disability affects essential job functions.
- Assessing, recommending, and documenting accommodations.
- Coordinating with PWFA, FMLA, Workers’ Compensation, and state compliance requirements.
- Providing documentation and job-search/disability support.
- Backed by 30+ years of LMS expertise in the Integrated Medical Leave and Accommodation Management System™.
For Employers:
Facing a complex ADA accommodation or need to create or update an Essential Function Job Analysis (EFJA)? Our Certified ADA Accommodation Compliance Blueprint™ Vocational Rehabilitation Specialists can help you stay compliant and organized.
These trained Specialists can provide:
- Documentation of the ADA accommodation assessment process
- Support for re-accommodation when initial solutions aren’t effective
- On-site and virtual EFJA creation assistance
- Company-wide labor market searches when an employee isn’t a QID in their current role
- Streamlined documentation to reduce compliance risk
While they don’t conduct Good Faith Interactive Meetings (GFIM), QID determinations, or Undue Hardship analyses, they deliver the data and documentation that make those processes seamless.
What Vocational Rehabilitation Specialists Can Help You With:
- Developing and Modifying Essential Function Job Descriptions
- Supporting and Documenting Good Faith Interactive Meetings (GFIMs)
- Helping Clarify Essential vs. Marginal Job Functions
- Providing third-Party Neutrality to Reduce Bias
- Support in Identifying and Documenting the ADA Accommodation Assessment Process
- Assist with the FMLA to ADA Transition, Support PWFA, ADA and Workers’ Compensation Compliance
For ADA Accommodation Compliance Blueprint™ Vocational Rehabilitation Specialists:
Become an LMS-Certified ADA Accommodation Blueprint™ Vocational Rehabilitation Specialist! Join our nationwide network of Specialists trained to support employers through the ADA accommodation process using our ADA Accommodation Blueprint Compliance™ – Vocational Rehabilitation Services training system. Certified Specialists are eligible for referral opportunities through LMS' ADA Accommodation Compliance Blueprint™ referral program.
Are you ready to take the next step in your professional career? Join our Vocational Rehabilitation Referral list as an LMS Certified or Senior Certified Specialist through our exclusive training and vetting process.
Certified LMS ADA Accommodation Blueprint Compliant Specialist: This is your gateway to delivering credible ADA compliance support.
Senior Certified LMS ADA Accommodation Blueprint Compliant Specialist: For those with experience and consistency in implementation.
- Complete the ADA Accommodation Compliance Blueprint™ – Voc Rehab Services Training (U.S. or CA)
- Participate in monthly Voc Rehab Member Meetings (max 3 absences/year or risk losing your spot on list)
- Pass 3 LMS-reviewed GFIMS with no compliance challenges
- Maintain active membership in good standing Certified Specialists are eligible for referral opportunities through LMS.
- Attend end-of-module review meetings once a month
- Complete the ADA Accommodation Compliance Blueprint™ – Voc Rehab Services Training (U.S. or CA)
- Participate in monthly Voc Rehab Member Meetings (max 3 absences/year or risk losing your spot on list)
- Pass 10 LMS-reviewed GFIMS with no compliance challenges
- Maintain active membership in good standing Certified Specialists are eligible for referral opportunities through LMS.
- Senior Certified Specialists may receive priority on high-demand referral projects
Learn More About the ADA Accommodation Compliance Blueprint™ - Vocational Rehabilitation Services Certification Training Modules:
VRC's Role in the ADA Accommodation Process.
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Understand the ADA Accommodation Compliance Blueprint™ and where VRCs fit in the process.
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Identify the Essential Functions of a Job and evaluate how disabilities impact them.
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Conduct an Accommodation Analysis to identify feasible, effective accommodations.
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Distinguish between light duty, modified duty, and reduced work schedules, and determine employee eligibility.
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Support HR in Good Faith Interactive Meetings by documenting discussions and evaluating options.
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Collaborate with HR to ensure accommodations meet both employee needs and organizational compliance.
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Apply strategies to manage return-to-work cases after leave, injury, or disability disclosure.
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Navigate the intersection of ADA, FMLA, PWFA, and Workers’ Compensation in the accommodation process.
Essential Function Job Descriptions.
- What is Essential versus Marginal Function and how to thoroughly review job roles to determine Essential versus Non-essential Functions.
- How to compose compliant Essential Function Job task statements for all your job functions.
- How to be clear about what you want to include in the Essential Function Job Description and understand what those specific parts of an Essential Function Job Description are.
- How to perform an Essential Function Job Analysis and the importance of a valid, useful, and objective Essential Function Job Description.
- How Essential Function Job Description relates to a professional HR response for and about ADA accommodations in your workplace so the medical provider can effectively understand the Physical and Mental requirements regarding how the job functions are normally performed.
- Development and amendment of an Essential Function Job Description for you specifically with ADA accommodations and related medical leaves and state and federal regulations.
- A valuable free resource to assist you in developing Essential Function Job Descriptions.
- Specific strategies now for confirming the integrity of the Physical and Mental Job Function requirements for performing the Essential Functions of the job.
- How to potentially modify them as an accommodation when you are working with an employee during that Good Faith Interactive Meeting process.
Engaging in the Good Faith Interactive Meeting.
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Understand the purpose and requirements of the Good Faith Interactive Meeting (GFIM).
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Know your role as a neutral third-party supporting both employee and employer.
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Prepare for a GFIM by reviewing medical certificates, job descriptions, and prior accommodation efforts.
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Facilitate clear communication between HR, supervisors, and the employee during the meeting.
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Take structured, impartial notes to document the meeting and ensure compliance.
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Identify and clarify the employee’s stated restrictions and abilities in relation to Essential Job Functions.
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Recommend and evaluate potential accommodations in collaboration with HR and the employee.
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Support the employee in expressing needs while reinforcing organizational compliance obligations.
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Contribute to a respectful, professional meeting environment that minimizes risk of retaliation or litigation.
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Follow up after the GFIM by assisting HR with action items, accommodation tracking, and ongoing review.
ADA Accommodation Research
- Learn how to create a solid standard operating procedure for responding to employees and applicants who provide enough information to an HR manager or a supervisor so they know or they should have known of the need for a potential accommodation.
- Know what is and is not a potential reasonable accommodation under ADA.
- How to determine if the accommodation identified is ‘reasonable’?
- What are the factors for evaluating potential reasonable accommodations are, and how to reasonably accommodate Qualified Individuals?
- Understand the process for confirming disability, identifying accommodations, and confirming the employee's a Qualified Individual with a Disability.
Are you an HR Professional wanting to take the ADA Accommodation Compliance Blueprint™? There's a training for you too!
Essential Function Job Descriptions
- What is Essential versus Marginal Function and how to thoroughly review job roles to determine Essential versus Non-essential Functions.
- How to compose compliant Essential Function Job task statements for all your job functions.
- How to be clear about what you want to include in the Essential Function Job Description and understand what those specific parts of an Essential Function Job Description are.
- How to perform an Essential Function Job Analysis and the importance of a valid, useful, and objective Essential Function Job Description.
- How Essential Function Job Description relates to a professional HR response for and about ADA accommodations in your workplace so the medical provider can effectively understand the Physical and Mental requirements regarding how the job functions are normally performed.
- Development and amendment of an Essential Function Job Description for you specifically with ADA accommodations and related medical leaves and state and federal regulations.
- A valuable free resource to assist you in developing Essential Function Job Descriptions.
- Specific strategies now for confirming the integrity of the Physical and Mental Job Function requirements for performing the Essential Functions of the job.
- How to potentially modify them as an accommodation when you are working with an employee during that Good Faith Interactive Meeting process.
Conducting Good Faith Interactive Meetings
- Discover the two most important reasons why you need to conduct the Google Faith Interactive Meeting process.
- Determine how the employee's disability impacts their ability to perform the Essential Functions of the Job at a Meets Expectations level.
- The best practices for conducting a Good Faith Interactive Meeting and the issues you need to be aware of.
- Determine whether you and the employee can identify a manner that is a reasonable accommodation that would allow them to perform those Essential Functions at a Meets Expectation Level without an Undue Hardship.
- How to approve or deny the request and additionally clarify how to deal with an employee who needs accommodation.
- Learn strategies for obtaining the objective medical data to confirm how employees' disability impacts their ability to perform what the Essential Functions of the Job are at a Meets Expectation level.
- What to do if the medical information the employee provided is not accurate or they just simply didn't show up for the Good Faith Interactive Meeting?
- What are the procedures for managing Workers' Comp and light-duty under ADA and how do you modify duties under the ADA?
- Specific resources to understand how the Good Faith Interactive Meeting process is impacted by your discussion with the employee and how you identify accommodation.
- Determine if accommodation is approved or not approved and whether you have to do an Undue Hardship Analysis.
- How to manage that Qualified Individual with a Disability status and what does or does not happen with or without Workers' Comp.
- What to do if an employee lodges a complaint, and how do you handle that during the Good Faith Interactive Meeting process.
ADA Accommodation Research
- Learn how to create a solid standard operating procedure for responding to employees and applicants who provide enough information to an HR manager or a supervisor so they know or they should have known of the need for a potential accommodation.
- Know what is and is not a potential reasonable accommodation under ADA.
- How to determine if the accommodation identified is ‘reasonable’?
- What are the factors for evaluating potential reasonable accommodations are, and how to reasonably accommodate Qualified Individuals?
- Understand the process for confirming disability, identifying accommodations, and confirming the employee's a Qualified Individual with a Disability.
Completing an Undue Hardship Analysis
- What is Undue Hardship and what it is not?
- How to conduct an Undue Hardship Analysis?
- The factors you need to consider when conducting an Undue Hardship Analysis on a potential accommodation.
- What to do when you confirm an accommodation to verify that that employee is a Qualified Individual with a Disability?
- How do you objectively research and document all your efforts?
- Three critical factors that justify an Undue Hardship on your organization.
- The big difference between an employee who is not a Qualified Individual with a Disability, and an employee who is not able to have their accommodation occur because it's an Undue Hardship.
- How to understand and objectively document the Undue Hardship Analysis process
- Why an accommodation identified as Undue hardship doesn’t mean the end of the Good Faith interactive process and what to do next?
ADA Designation
- Learn to identify who is eligible under federal regulations and the definitions of disability and what exactly is a Qualified Individual with a Disability.
- Discover the SIX stages of the ADA Designation and Interactive Process
- Understand when the need for a potential accommodation has been identified.
- Learn the process for requesting clarification regarding how the disability impacts the ability to perform the Essential Functions of the Job and the type of accommodation that is requested.
- Learn why each stage is critical to determine if the employee is disabled, needs an accommodation, and is a Qualified Individual with a Disability.
- How to respond if additional information is needed and how to cure under the ADA as well as implementing the accommodation
- How do you follow up with the accommodation once it's been implemented?
- Specific strategies for following up and verifying whether the employee really is a Qualified Individual with a Disability with the accommodation and the performance requirements.
- How to specifically address noncompliance of accommodation guidelines?
- Become aware of the issues regarding the ADA Good Faith Interactive Meeting process.
- How to conditionally designate ADA pending a Qualified Individual with Disability determination from an HR industry standards perspective in compliance with federal regulations.
- The process of obtaining objective medical data to confirm how the employee's disability impacts their ability to perform the Essential Functions of the Job
- Learn the process for obtaining ongoing medical certification and what to do if it's not provided.
- How to deal with intermittent and reduced schedule leave under ADA?
- How to manage Workers' Comp and ADA?
- What do you do with light duty and modified duty notifications?
- Learn specific strategies for managing accommodations in your workplace including medical leave as an accommodation in compliance with HR industry standards of care.