Title I of the Americans with Disabilities Act requires employers to engage in a timely, good faith interactive process and provide reasonable accommodation. What, then, makes an accommodation objectively reasonable?
Resources
@Work Magazine
The Disabled Workforce
The Disabled Workforce: Evaluating “Reasonable” Accommodations
By Rachel Shaw, MBA, President and Principal Consultant, Shaw HR Consulting
Related Resources & Articles
Practical Tips for Creating a Violence Prevention Program
How do you accommodate employees with traumatic brain injuries? Employers are exploring different ways to support employees and encourage their...
Employers Can Play a More Active Role in Creating Safe Environments That Encourage Returning to Work
The likelihood of an employee returning to work after an mTBI diagnosis is influenced by an employer’s willingness to be...
PFML: To Private Plan or Not to Private Plan: That is the Question
Are you wondering if a private plan is right for you in mandated statutory paid family and medical leave (PFML)...
Combatting FMLA Abuse: How to Stay on Track
How should employers handle employees suspected of abusing leave? Learn from one case example where the employer got it right....
Choosing the Right Solution: Navigating Leave Technology
Successful software implementation requires organizational strategy, team planning, and effective communication. Authors outline processes and strategies to ensure success and...
Automation Can Save Time and Sanity with a Distributed Workforce
Workforce leave and absence management professionals with employees distributed across multiple sites may juggle hundreds of local, state, and federal...
Become
a Member
Connect with new colleagues, expand your knowledge, and experience more benefits of membership.
Not Sure If Your Organization Is A Member?
Add your company affiliation and verify your DMEC membership status.
