ADA

The Americans with Disabilities Act protects qualified disabled employees from discrimination. HR Daily Advisor gives you the background you need on who’s covered, what constitutes a “reasonable accommodation”, issues involving health insurance and medical leave, tax incentives for employers, and more.

Free Special Report: EEOC Issues Final Regulations for ADAAA


Slideshow: Mental illness in the workplace

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About one in four American adults suffer from a diagnosable mental disorder in any given year. Employers need to be aware of their obligations under the Americans with Disabilities Act (ADA), the Family & Medical Leave Act (FMLA), and comparable state laws regarding their employees’ mental health.

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How Does the Reasonable Accommodation Process Work?

The Americans with Disabilities Act (ADA) requires employers to not discriminate against qualified individuals with disabilities. It also requires that those individuals should be given reasonable accommodations (whenever applicable) to allow them to perform the essential functions of the job, as long as doing so does not create an undue hardship for the employer. Let’s take a closer look at this requirement.

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How Do Job Descriptions Relate to the ADA?

Effective job descriptions are important. Compliance with the Americans with Disabilities Act (ADA) is important. But how are the two tied together? Does the ADA place specific requirements on job description contents?

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How to Make Internal Hiring Support More Disabled-Friendly

Receptionists

By Lura Peterson

Having a disabled-friendly HR policy and structure is beneficial to an organization in many ways. Employees with disabilities are as productive as those with no disabilities if they are properly trained. Also, disabled employees give a high return on investment by way of qualifications, high retention rates, and the tax sops provided by the government for disabled-friendly employment practices.

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Best Defense Against Leave Fraud? Continuous Performance Management

In yesterday’s Advisor, Attorney Patricia Eyres briefed us on dealing with employees’ chronic health conditions. Today, we present her tips on managing those employees’ performances, plus an introduction to the all-things-HR-in-one-place website, HR.BLR.com.

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Chronic Conditions—Frustrating, Annoying? Yes, But You Must Accommodate

One of the most challenging tasks in HR is dealing with lifelong illnesses or chronic conditions under the FMLA and ADA. But you have no choice, says Attorney Patricia Eyres.

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Essential Job Functions as a Component of ADA Compliance

Well-written job descriptions can be a key component to ADA compliance. This is because the essential functions of the job come into play when determining reasonable accommodations for disabled individuals. This connection highlights the importance of really thinking through the essential functions and keeping them updated for every position. Let’s take a look at some guidance for determining the essential functions of any role.

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Is the Function ‘Essential’? 5 Questions to Be Sure

Yesterday’s Advisor clarified the concept—and importance—of essential functions. Today’s questions will help you be sure functions are “essential,” plus we introduce BLR®’s unique 10-minutes-at-a-time training program.

 

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Job Descriptions Are Not Required by the ADA, But …

True, the Americans with Disabilities Act (ADA) does not require job descriptions. But … without them, it’s going to be very difficult to establish essential functions when you face discrimination charges from an applicant with a disability.

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Danger—Managers’ Myths and Misconceptions About Mental Disabilities

Misguided assumptions about accommodation of mental disabilities—held by your managers and supervisors—create legal landmines in the courtroom, says Attorney Patricia Eyres. In today’s Advisor, she shares the seven worst myths.

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