For an employee with a disability, reasonable accommodation can make the difference in finding work, maintaining employment, and succeeding on the job. Today, employers and employees are more aware that appropriate accommodations, including workplace personal assistance services (PAS) and assistive technology, improve an employee's ability to succeed. While assistive technology is widely used as an accommodation, workplace personal assistance is less understood. This study qualitatively analyzed 60 interviews with workplace PAS users, employers, and employment organizations familiar with workplace PAS. The study found that requirements for personal assistance accommodations focus on task-related needs. Personal care needs at work are not included in the Americans with Disabilities act but may be needed by the employee. Employers and PAS users have developed many creative ways to address PAS need. Organizations can construct approaches to fit their particular needs, abilities, and constraints. Successful practices included establishment of policies for arranging for PAS; centralization of accommodation budgets to remove work unit disincentives; and providing a shared personal assistant for interpreting or for task-related and personal care tasks. A number of important research questions remain. What is the extent of the need for PAS in the workplace? Will an expanded PAS supply increase the employment opportunities for people with disabilities? Will better models of workplace PAS be adopted by employers?

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