Is an ADA Minimum Compliance Program Safe?

By Carla O’Sullivan

Principal
Absence, Productivity, and HR Consulting

Most human resource (HR) professionals understand that the Americans with Disabilities Act (ADA) has significant compliance requirements. But sometimes company leadership didn’t get the same memo, managers are resistant, or perhaps the HR department is going through a tough transition. Whatever the reason, some employers still ask:

Do employers need a written process for managing ADA requests? Or are they safe with a generous accommodation and absence practice?

I approach this question from the perspective of Benjamin Franklin, who said “An ounce of prevention is worth a pound of cure.” The short answer is: You can do without a written policy IF your managers can guarantee to never have a bad day; IF your employees promise not to be litigious; and IF you wouldn’t consider leaving yourself a reminder by putting a sticky note on the corner of your monitor. In other words, have a written policy.

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