Employers Can Leverage Clinicians to Support their ADA Compliance Efforts
By Jamie LaPaglia, RN, CCM
Implementation Manager & Clinical Educator
ODG an MCG Health Company
While compliance with the Americans with Disabilities Act (ADA) is generally assigned to human resources (HR), employers can use the help of clinicians to build programs that facilitate ADA compliance.
The ADA went into effect in 1990, with major amendments effective January 2009 to expand the definition of disability. Title I of the ADA obligates employers to attempt to provide reasonable accommodations for employees with a qualified disability, unless accommodation presents an undue hardship. Clinicians can help employers create functional job descriptions that ensure a well-defined narrative of essential job functions along with associated physical, cognitive, and psychosocial demands; these are often lacking in traditional job summaries.
Applying this information, clinicians can be a valuable resource to help employers with key functions in the accommodation process. They can help employers coordinate with the employee’s treating providers to identify what functional abilities the employee has, along with what restrictions and limitations are necessary. Following that, clinicians can work with an employer to identify opportunities to modify the employee’s job or find alternative jobs that would be a good fit.
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.