To: Ava Lee (-- removed HTML --) From: Mitchell Mendoza (-- removed HTML --) Date: February 1, 2018Subject: Americans with Disabilities Act Talking PointsGood morning Ava,When we spoke a couple of days ago you had requested that I do some research on the Americans with Disabilities Act. Specifically you were interested in what the requirements were, and what companies can do to make sure that they are in compliance. Below is some of the information that I was able to locate as well as resources if you are interested in exploring a particular topic further.First, what is the ADA? According to the EEOC, the law was enacted to prevent discrimination by employers against individuals that have disabilities. This discrimination includes
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The individual must have a physical or mental impairment that substantially limits one or more major life activities.Examplesof disabilities:1.Epilepsy, paralysis, hearing or visual impairment, mental retardation, learning disabilities2.An individual with a history of cancer that is currently in remission, or a person with a history of mental illness3.Individuals with substantially limiting disabilities, such as disfigurement, even though they may not have an impairmentWho would not be covered?1.Individuals with minor conditions such as sprains, infections, broken limbs2.Individuals that are found to be using illegal drugsThird, what is considered a reasonable accommodation?Examplesof accommodations:1.Providing a sign language interpreter during a job interview for a deaf individual2.Allowing an employee with cancer to leave to have radiation or chemotherapy treatments3.Scheduling frequent breaks for an employee with diabetes to eat and monitor blood sugar4.Moving a break room to a location that is easily accessible to individuals using a …show more content…
This is only going to come into effect when an employee requests that an accommodation be made. We are not required to be familiar with every type of disabilityand the associated accommodations. Employees with disabilities will make known what is needed to accommodate them. Also of note, in general the larger an employer is, the greater the effort or expense is typically expected to make accommodations. Being that Toyota is a fairly large organization this should definitely be taken into consideration.If you would like to dive a little deeper the EEOC has a great Q&A website that can be found here: https://www.eeoc.gov/eeoc/publications/adaqa1.cfm.I also came across this article in The Business Journalstitled “5 ways companies can make sure they’re following the Americans with Disabilities Act”. 5 Waysto make sure we are following the ADA:1.Review and update company policies on leave, absences and no-fault attendance2.Develop accurate and realistic job descriptions3.Designate a company expert on ADA, FMLA and other leave law compliance4.Hold to a flexible two-way interactive process that provides checkpoints and safety nets.5.Create forms to document the ADA process with each employeeHere is the link to the article: https://www.bizjournals.com/bizjournals/how-to/human-resources/2013/11/strategies-best-ways-for-employers-to.html.I believe that those 5 ways listed
The individual must have a physical or mental impairment that substantially limits one or more major life activities.Examplesof disabilities:1.Epilepsy, paralysis, hearing or visual impairment, mental retardation, learning disabilities2.An individual with a history of cancer that is currently in remission, or a person with a history of mental illness3.Individuals with substantially limiting disabilities, such as disfigurement, even though they may not have an impairmentWho would not be covered?1.Individuals with minor conditions such as sprains, infections, broken limbs2.Individuals that are found to be using illegal drugsThird, what is considered a reasonable accommodation?Examplesof accommodations:1.Providing a sign language interpreter during a job interview for a deaf individual2.Allowing an employee with cancer to leave to have radiation or chemotherapy treatments3.Scheduling frequent breaks for an employee with diabetes to eat and monitor blood sugar4.Moving a break room to a location that is easily accessible to individuals using a …show more content…
This is only going to come into effect when an employee requests that an accommodation be made. We are not required to be familiar with every type of disabilityand the associated accommodations. Employees with disabilities will make known what is needed to accommodate them. Also of note, in general the larger an employer is, the greater the effort or expense is typically expected to make accommodations. Being that Toyota is a fairly large organization this should definitely be taken into consideration.If you would like to dive a little deeper the EEOC has a great Q&A website that can be found here: https://www.eeoc.gov/eeoc/publications/adaqa1.cfm.I also came across this article in The Business Journalstitled “5 ways companies can make sure they’re following the Americans with Disabilities Act”. 5 Waysto make sure we are following the ADA:1.Review and update company policies on leave, absences and no-fault attendance2.Develop accurate and realistic job descriptions3.Designate a company expert on ADA, FMLA and other leave law compliance4.Hold to a flexible two-way interactive process that provides checkpoints and safety nets.5.Create forms to document the ADA process with each employeeHere is the link to the article: https://www.bizjournals.com/bizjournals/how-to/human-resources/2013/11/strategies-best-ways-for-employers-to.html.I believe that those 5 ways listed