According to the U.S. Bureau of Labor Statistics, more than 18.6 million workers are employed with a registered disability. Compliance with the Americans with Disabilities Act (ADA) is no laughing matter. The slightest misunderstanding or misinterpretation of the ADA can result in possible fines, penalties, investigations and legal action against you or your organization.
Protect your workers from discrimination and your organization from legal action.
Designed to protect qualified workers and job applicants with disabilities against discrimination, the ADA covers private employers, state and local governments and educational institutions that employ 15 or more people. The ADA requires employers to make reasonable accommodations to allow disabled workers to do their jobs. It requires workers to establish that they are disabled according to the ADA guidelines. A disabled worker must demonstrate that he/she has a physical or mental impairment that limits a major life activity. The worker then must show that he/she can perform the essential functions of the job, with or without reasonable accommodation.
As an employer, it is up to you to be familiar with ADA policies and procedures, be able to navigate complex ADA regulations with ease and be knowledgeable about up-to-the-minute changes recently imposed by the federal government.
According to the U.S. Bureau of Labor Statistics, more than 18.6 million workers are employed with a registered disability. Compliance with the Americans with Disabilities Act (ADA) is no laughing matter. The slightest misunderstanding or misinterpretation of the ADA can result in possible fines, penalties, investigations and legal action against you or your organization. Protect your workers from discrimination and your organization from legal action. Designed to protect qualified workers and job applicants with disabilities against discrimination, the ADA covers private employers, state and local governments and educational institutions that employ 15 or more people. The ADA requires employers to make reasonable accommodations to allow disabled workers to do their jobs. It requires workers to establish that they are disabled according to the ADA guidelines. A disabled worker must demonstrate that he/she has a physical or mental impairment that limits a major life activity. The worker then must show that he/she can perform the essential functions of the job, with or without reasonable accommodation. As an employer, it is up to you to be familiar with ADA policies and procedures, be able to navigate complex ADA regulations with ease and be knowledgeable about up-to-the-minute changes recently imposed by the federal government.
- Outline the disability employment law.
- Responsibilities for managers and supervisors under the ADA.
- Outline basic ADA coverage and special situations.
- Identify protections and rights under the ADA.
- Break down how to handle Covid long haulers and what is necessary for the law.
- Conditions that qualify as disabilities under the ADA.
- Discover examples of ADA accommodations.
- How to handle accommodation requests.
- Learn the EEOC/ADA interactive process.
- Understand pre-offer dos and don'ts.
- Defines what counts as an undue hardship issue.
- What is an essential job function.
- Break down tax incentives/credits.
- Identify federal, state and local resources.
- Tips for the notification process.
- Understanding confidentiality.
ADA and Reasonable Accommodation?in the Workplace is perfect for Business owners, HR professionals, HR assistants, managers and supervisors - in short, anyone who is responsible for upholding ADA guidelines within their organization.