The phrase "accommodated job" is not correct and does not convey a clear meaning in written English.
It may be intended to describe a job that has been adjusted or modified to meet specific needs, but the phrasing is awkward and unclear.
Example: "After discussing my needs with HR, they offered me an accommodated job that allows for flexible hours."
Alternatives: "modified position" or "adjusted role".
The first duration concerns the time until returning to work in either an accommodated job with the current employer, a non-accommodated job with the current employer, or a job with a new employer.
Workers who become work-incapacitated may try to change employer or stay with their current employer in an accommodated job.
Previous research shows that workers who acquire a work disability may either change employer or stay with their current employer in an accommodated job.
Third, as the first study we assess whether changing workplace is a better strategy to cope with a health condition than staying with the pre-sick leave employer in an accommodated job.
One equation models the sick-listed workers' hazard of returning to work either with the current employer in an accommodated job, with the current employer in a non-accommodated job, or with a new employer.
Hazard rates separately for returning to work in an accommodated job for the current employer, to work in a non-accommodated job for the current employer, and to work for a new employer.
Thus during the first six months after returning to work for the current employer, individuals in accommodated jobs have a lower hazard rate out of employment than individuals in non-accommodated jobs.
At Danby, he established a programme that offers the refugees three months of work experience to get them on their feet, allowing them a flexible schedule to accommodate job interviews and the twice-weekly in-house English-language classes.
The goal is to integrate career and personal life by partnering with companies to incorporate more accommodating job roles.
As a first step, communities that are not willing to accommodate new residents, or only accommodate jobs but not housing, should lose out on access to state and regional funds.
Hazard rates separately for sick-listed workers returning to work for the current employer in accommodated jobs, in non-accommodated jobs, and for sick-listed workers returning to work for a new employer.
