ADAAA ComplianceThe recent acknowledgement from the Equal Employment Opportunity Commission (EEOC) on accommodation of employees with restrictions and limitations due to physical or cognitive impairments has been confusing for most employers.

The Americans with Disabilities Act (ADA) presented a great deal of accommodation challenges and questions by itself for the first eighteen years of its existence. The passage of the Americans with Disabilities Act Amendments Act of 2008 (ADAAA) and its expansion of the definition of disability have only made the process trickier and raised even more questions among employers.

ADA and ADAAA require employers to make reasonable accommodations where possible to enable an employee to perform the essential functions of their job. Conscientious, employee-centric employers highly value their talent and understand that supporting an employees’ need for a modification to the workplace, schedule or adaptation to a workstation is good for the employee as well as for the company.

Our Integrated Disability Management consultants talk to employers daily and we hear their accommodation questions and witness the confusion. In our latest Spring eBook, we will simplify answers to three of the questions most frequently asked by employers:

and provide tactics for implementing a compliant and effective accommodation program.

Please fill out the form below to download your free copy of this informative ebook:

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