The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities and requires reasonable accommodations. Signed into law in 1990 by President George H. W. Bush, the ADA applies to companies with 15 or more employees. We recently released the following 2 articles related to updated guidance and best practices related to the ADA:
- Best Practices for Accommodating Mental Health Conditions in the Workplace – There has been an increased focus on mental health awareness in recent years, and such focus extends to the workplace and workplace accommodations. Therefore, it is important that employers understand their obligations under the ADA with respect to mental health conditions and implement best practices to ensure compliance. This Compliance Overview provides an overview of the ADA’s reasonable accommodation requirements, how they apply to mental health conditions, and employer best practices for ensuring compliance with the ADA.
- Navigating Discipline for Employees with Disabilities – The ADA generally does not impinge on the right of employers to define jobs and evaluate their employees according to consistently applied standards governing performance and conduct. Employees with disabilities must meet qualification standards that are job-related and consistent with business necessity and must be able to perform the essential functions of the position, with or without reasonable accommodation. This Compliance Overview highlights considerations when disciplining employees with disabilities.
Contact us with any questions related to the ADA and support with disability-related accommodations and performance management.