1 employment basics: an ada primer for employers dbtac: rocky mountain ada center co, mt, nd, sd,...
TRANSCRIPT
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Employment Basics:An ADA Primer for Employers
DBTAC: Rocky Mountain ADA CenterCO, MT, ND, SD, UT, & WY
800/949-4232 (V, TTY) www.adainformation.orgJana Copeland, Director of Research & Training [email protected]
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Disclaimer
Information, materials, and/or technical assistance are intended solely as informal guidance, and are neither a determination of your legal rights or responsibilities under the ADA, nor binding on any agency with enforcement responsibility under the ADA.
DBTAC authorized by NIDRR to provide information, materials, and technical assistance to individuals and entities that are covered by the ADA.
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Overview of Title I
What employers have responsibilities under Title I?
What are the basic provisions of Title I?
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What Employers Must Comply?
Private employers with 15 or more employees All state and local government entities Employment agencies Labor unions Joint labor-management committees
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General Employment Rule
Job application process Hiring Promotion Discharge
Compensation Benefits Training All aspects of
employment!
Unlawful to discriminate against a qualified individual with a disability with regards to:
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It’s All About Equality!
Hire, fire, and promote the most
qualified, deserving individual!
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Is your employee covered?
A physical or mental impairment? What is the impairment? Long-term or permanent? Does it impact a major life activity? If yes, what activity? Is it a substantial limitation?
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Coverage Comparison
ADA: Mental or physical impairment substantially limiting 1 or more major life activity
FMLA: Serious injury or illness that involves inpatient care or ongoing treatment
Worker’s Comp: Only work-related illnesses or injuries
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Essential Job Functions
What is the purpose of a position and how can I identify a position’s essential
functions?
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Essential Functions
Fundamental job duties of the employment position
Does not include marginal or peripheral functions
Specifies what needs to be done, not how
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Identifying Essential Functions
The position is actually required to perform the function
Position exists to perform function Fundamental change to position if removed Limited number of other employees available
to perform Function highly specialized- person hired for
special expertise or ability
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Evidence of Essential
Employer’s judgment Written job description Amount of time performing function If infrequently performed, serious consequences if
not performed when needed Terms of collective bargaining agreement Other employees in same position Nature of the work operation or organizational
structure
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Reasonable Accommodations
What is a reasonable accommodation?
What are the employer’s responsibilities in the accommodation process?
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Reasonable Accommodations
Modifications or adjustments to a job, employment practice, or work environment that makes it possible for an individual with a disability to enjoy an equal employment opportunity
Equal employment opportunity: opportunity to attain same level of performance or to enjoy equal benefits and privileges of employment
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When Accommodations are Required
Application process Performance of the essential functions of the
position Enjoyment of equal benefits and privileges of
employment
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Accommodation Basics
Must be an effective accommodation Need not be best accommodation, just
effective Must only reduce employment-related
barriers Personal devices not required Employer not prevented from providing extra
accommodations
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Reasonable…
Making modifications to increase facility accessibility
Job restructuring Flexible scheduling Acquiring new equipment Providing qualified readers and interpreters Modification of application and testing
procedures and training materials
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…Not to much!
Eliminating essential job functions Lowering production standards applied to all
employees Providing personal use items Excusing violation of uniformly applied
conduct rules Undue hardship
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Employee Responsibilities
Process must be initiated by the employee with a disability- disclosure required
Provide documentation of need for accommodation if requested
Be involved in process of identifying effective accommodation
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The Interactive Process
Look at particular job and determine essential functions
Consult with employee about abilities and limitations Consult with employee, identify potential
accommodations, and assess effectiveness Consider the preference of the employee Select the accommodation that best addresses
needs of the employee and the employer
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Accommodation Factoids
Over 70% of employees with disabilities never request an accommodation
Cost effectiveness: 50% cost $50 or less $50 return in productivity and saved costs for
every $1 spent on ADA-related accommodations
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Undue Hardship
Action that requires significant difficulty or expense- unduly costly, extensive, substantial, disruptive, fundamentally alters nature or operation of business
In relation to size of the employer, resources available, nature of the operation
Must be determined on a case-by-case basis IMPORTANT: Consider alternate accommodations
that do not create undue hardship
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Tax Incentives Available
Disabled Access Credit Barrier Removal Deduction Work Opportunity Tax Credit
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Title I Resources
It’s not about knowing all the answers. It’s about knowing where to find the answers!
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Key Publications
Cornell Series Job Accommodation Network’s Fact Sheet
Series EEOC Enforcement Guidance on Reasonable
Accommodation & Undue Hardship Title II Action Guide (with Employment
Supplement) Disability Employment 101 Title I Technical Assistance Manual
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Other Resources
DBTAC 800/949-4232 (V, TTY) www.adainformation.org or www.adata.org
ADA Training Resource Center www.adacourse.org
Job Accommodation Network 800/526-7234 (V, TTY) www.jan.wvu.edu
EEOC 800/669-4000 www.eeoc.gov RRTC on Workplace Supports
www.worksupport.com
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More Questions?
Jana Copeland, PhDDBTAC: Rocky Mountain ADA Center
3630 Sinton Road, Suite 103Colorado Springs, CO 80907
800-949-4232719/444-0268, ext. 109
719/444-0269 (fax)[email protected]
www.adainformation.org