In 1990, President Bush signed into law the Americans with Disabilities Act (ADA). This landmark federal civil rights legislation, enacted on July 26, 1990, provides comprehensive civil rights protections to individuals with disabilities in the areas of employment, public accommodations, state and local government services, and telecommunications. Title II of the ADA defines the role and responsibilities of state and local governments. Regulations implementing Title II of the ADA call upon state and local governments to ensure that individuals with physical and mental disabilities are afforded equal opportunity to participate in any public benefit program, service, activity, transportation, communication, and employment opportunities. Businesses
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However, employers may want to develop formal policies and procedures for several reasons. First, if supervisors, managers, and HR professionals have formal policies and procedures to refer to, they are more likely to handle accommodation requests properly and consistently. Second, a formal policy that is shared with employees helps employees know what to expect if they request an accommodation and also helps them understand that other employees might be requesting and receiving accommodations. Finally, formal procedures help employers document their efforts to comply with the ADA. When and to whom disclosure may be made is extremely limited in either context: services or employment. • To supervisors, managers, and trainers (who are part of the internal operation, or at a service or training provider) – but only to explain limitations or reasonable accommodations for a particular individual. • To first aid and safety personnel - but only if the condition may require emergency treatment (including evacuation). • To others - only on a "need-to-know" (that is, limited) basis. Under the Americans with Disabilities Act (ADA), an accommodation is considered any modification or adjustment to a job or work environment that enables a qualified person with a disability to apply for or perform a job. The term also encompasses alterations to ensure a …show more content…
The following information provides some helpful tips for employers who want to improve their ability to provide and maintain effective job accommodation. According to the EEOC, an individual may use "plain English" and need not mention the ADA or use the phrase "reasonable accommodation" when requesting an accommodation. Therefore, any time an employee indicates that he/she is having a problem and the problem is related to a medical condition, the employer should consider whether the employee is making a request for accommodation under the ADA. Who should handle accommodation requests? Initially, the person receiving an accommodation request should respond, even if the response is merely to explain the company's accommodation process and refer the employee on to the appropriate person to handle the request. What should employers do when they receive an accommodation request?According to the EEOC, the employer and the individual with a disability should engage in an informal process to clarify what the individual needs and identify the appropriate reasonable accommodation. The employer may ask the individual relevant questions that will enable it to make an informed decision about the request. This includes asking what type of reasonable accommodation is needed. The exact nature of the dialogue will vary. In many instances, both the disability and the
However, employers may want to develop formal policies and procedures for several reasons. First, if supervisors, managers, and HR professionals have formal policies and procedures to refer to, they are more likely to handle accommodation requests properly and consistently. Second, a formal policy that is shared with employees helps employees know what to expect if they request an accommodation and also helps them understand that other employees might be requesting and receiving accommodations. Finally, formal procedures help employers document their efforts to comply with the ADA. When and to whom disclosure may be made is extremely limited in either context: services or employment. • To supervisors, managers, and trainers (who are part of the internal operation, or at a service or training provider) – but only to explain limitations or reasonable accommodations for a particular individual. • To first aid and safety personnel - but only if the condition may require emergency treatment (including evacuation). • To others - only on a "need-to-know" (that is, limited) basis. Under the Americans with Disabilities Act (ADA), an accommodation is considered any modification or adjustment to a job or work environment that enables a qualified person with a disability to apply for or perform a job. The term also encompasses alterations to ensure a …show more content…
The following information provides some helpful tips for employers who want to improve their ability to provide and maintain effective job accommodation. According to the EEOC, an individual may use "plain English" and need not mention the ADA or use the phrase "reasonable accommodation" when requesting an accommodation. Therefore, any time an employee indicates that he/she is having a problem and the problem is related to a medical condition, the employer should consider whether the employee is making a request for accommodation under the ADA. Who should handle accommodation requests? Initially, the person receiving an accommodation request should respond, even if the response is merely to explain the company's accommodation process and refer the employee on to the appropriate person to handle the request. What should employers do when they receive an accommodation request?According to the EEOC, the employer and the individual with a disability should engage in an informal process to clarify what the individual needs and identify the appropriate reasonable accommodation. The employer may ask the individual relevant questions that will enable it to make an informed decision about the request. This includes asking what type of reasonable accommodation is needed. The exact nature of the dialogue will vary. In many instances, both the disability and the