The ADA and the Interactive Process
By Annie Jantz, Senior Product Manager, Leave Solutions, Lincoln Financial Group; Angela Correau, Director, Vocational and Accommodation Services, Lincoln Financial Group
The Americans with Disabilities Act (ADA)1 requires employers with 15 or more employees to provide reasonable accommodation(s) to employees with disabilities. The Equal Employment Opportunity Commission (EEOC) recommends engaging in an informal or interactive process2 to understand employee needs and identify a reasonable accommodation. Each employee has unique requests, needs, and experiences, which is why workplace accommodations never have a one-size-fits-all solution. A well-defined and broadly communicated internal process supports workplace accommodations and helps employees advocate for themselves.
This informal or interactive process starts with an employee’s request and continues through implementation and monitoring. One of the most valuable tools in the process is the employee discussion to identify workable resolutions even if the disability and accommodations are known. It is especially valuable when a resolution has not been identified. Engaging with the employee allows employers to get a better understanding of restrictions and/or limitations and to discuss potential options. The interaction can help employees feel more connected to the employer, which may make returning to work or staying at work easier and more successful.3-5
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