ADA Compliance 101

By Terri L. Rhodes, CCMP, CLMS, CPDM, MBA, CEO, DMEC

The work we do is personal. It’s meaningful, and it’s fraught with nuances and liabilities, especially when we talk about the Americans with Disabilities Act (ADA). And since most employers manage ADA claims internally (79%)¹ and track them manually,² how do we steer clear of legal quagmires?

One way is to avoid shortcuts and assumptions. Taking an individualized approach might be time-consuming, but it pays off as you’ll hear from expert attorneys during our annual compliance webinar series³ in October.

Reviewing monetary penalties for employers that run afoul of the ADA⁴ is a sobering reminder that there are expensive consequences when we don’t focus on facts presented, design accommodations for known (not perceived) inabilities to perform essential job functions, and ask for unnecessary medical documentation (among other infractions).

Full content is available to DMEC members only.

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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.

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