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
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.
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.
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.
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.