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Tag The Disabled Workforce

Keeping the ADA Process Interactive and Moving Forward

How can employers keep the interactive process going when employees do not participate? You may have more options than you realize! Consider these suggestions to ensure you cover all of your bases!

The Disabled Workforce: Interactive Process, Stress, and Mental Health

How do disability compliance managers handle an influx of medical notes that indicate an employee’s need to reduce stress in the workplace?

The Disabled Workforce: Compliance and Beyond

Disabled Workforce
How can employers create environments where the goal is always to find a yes to accommodation requests? Reframe your approach!

The Disabled Workforce: Discipline and Accommodations

What do you do when an employee who is undergoing discipline says, “My disability made me do it”? When employees link discipline to claimed disabilities at the beginning of a performance issue or at the eleventh hour, supervisors need to know what to do and who to include in the discussions.

The Disabled Workforce: Defining “Timely” in the ADA Interactive Process

Under Title I of the Americans with Disabilities Act, employers are required to engage in a timely, good faith interactive process with employees or applicants who request or need reasonable accommodations. So, what is timely? The word refers to both the time it takes for the organization to begin the process and to conduct it.

The Disabled Workforce: Technology to Evaluate Teleworking Accommodations

Telework/work from home may be a form of reasonable accommodation under the Americans with Disabilities Act, according to the Equal Employment Opportunity Commission, because changing the location where work is performed is one way to ensure employees can be productive. How then does an organization evaluate whether telework is reasonable for a disabled employee?

The Disabled Workforce: Redefining Your Culture

Group of coworkers in office
It’s helpful to differentiate the types of leave that employees can (and should take), to emphasize when it is appropriate and encouraged to take the time employees need to recharge and take care of themselves, and to let all employees know that the organization is tracking leave to ensure that all employees are supported.

The Disabled Workforce: Staying Inspired

two women smiling both looking a tablet, one standing the other sitting
Evaluating medical needs and exploring appropriate reasonable accommodations are not easy tasks. What can your organization do to support the teams that do this work? The answer is two-fold: Revamp your process and inspire disability compliance staff. Good processes lead to sound decisions and ensure you perform the same steps for every person.

The Disabled Workforce: Supporting Mental Health

Woman taking notes while smiling at a man
Employers across the country are experiencing increased accommodation requests along with performance and attendance issues related to stress and mental health. What can absence management professionals do? Start by understanding the basics of mental illness, mental health-related interactive processes, and reasonable accommodations.

The Disabled Workforce: Using Technology to Create Systems

hands scrolling on a computer pad
Up to 11% of employees in the U.S. are applying for vaccine exemptions, and many employers do not have the knowledge or capacity to manage the volume of requests. While some organizations will outsource this work, many won’t have that luxury. However, it’s possible to leverage the technology on hand to improve efficiency.

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Seth Turner, Chief Strategy Officer
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