Best Practice #4: Hardwiring the Interactive Process Through Transitional RTW

By Matthew Bahl, JD

Director, Health & Productivity Analytics
Prudential Group Insurance

By Kristin Tugman, PhD

VP Health & Productivity Analytics
Prudential Group Insurance

Most front-line supervisors lack the level of experience with the Americans with Disabilities Act (ADA) that is expected of human resource (HR) leaders, lawyers, and disability management professionals.

Yet front-line leaders play a critical role in managing the ADA, including the interactive process. Often they are charged with ensuring that an accommodation is executed. Many also play a critical role in helping to identify potential accommodations, as they know the operations and productivity requirements best.

As ADA claims continue to rise, employers are seeking ways to better hardwire ADA compliance — in particular the interactive process — into the fabric of their organization.¹ Many employers are giving front line supervisors an important role in accommodations; therefore, supervisors need training and education. But training can be sporadic and  may lack relevance to front line leaders who are focused on daily production.

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.