Navigating Multi-Site Challenges with Consistent ADAAA Practices
By Brian Kost, MA, CRC
Senior Director, Workplace Possibilities and Vocational Case Management Services
Administering policies and procedures for the Americans with Disabilities Act Amendments Act (ADAAA) is difficult at best, and that challenge increases when an organization has multiple locations. Human resource (HR) expertise, culture, and process can vary from one location to the next. This makes establishing the consistent procedures and practices needed for uniform ADAAA management even more daunting.
In reality, recent data show that 39% of employers experience an ADAAA complaint or lawsuit annually.1 It’s essential that organizations have consistent ADAAA policies and procedures to ensure that employees are treated equally. This helps organizations avoid a potential complaint or lawsuit.
Organizational leadership must ensure that ADAAA services and approvals are consistent, even if the company is operating in multiple locations. This can be especially challenging due to numerous internal ADAAA decision-makers, variable levels of documentation, inconsistent training for human resources (HR) business partners, and merging of practices due to an acquisition. Several critical best practices help to ensure that an organization with multiple locations is able to uphold consistent standards in managing ADAAA requests.
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