Navigating Multi-Site Challenges with Consistent ADAAA Practices

By Brian Kost, MA, CRC

Senior Director, Workplace Possibilities and Vocational Case Management Services
The Standard

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.

Full content is available to DMEC members only.

to view the complete resource.

If you are not a DMEC member, we encourage you to join. DMEC members have access to white papers, case studies, @Work magazine articles, free webinars, legislative updates, and much more. These resources will assist you in building an effective and compliant integrated absence management program, saving you time, resources, and money. Learn more.

If you are being asked to log in more than once, please refresh your browser.