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ADA Training for Supervisors
©SHRM 20082 Introduction This presentation provides a review of the fundamental aspects of The American with Disabilities Act (ADA) as it relates to employment. Definitions, non-compliance and accommodation requirements are covered. The presenter should be knowledgeable about employer obligations under The Americans with Disabilities Act. This is a sample presentation that must be customized to include and match the employer’s own policies and practices.
©SHRM 20083 What is ADA? The Americans with Disabilities Act: Applies to all employers with 15 or more employees. Protects individuals with disabilities from discrimination. Requires “reasonable accommodation” if needed in order to perform “essential functions” of a job. ADA is enforced by the U.S. Equal Employment Opportunity Commission, but many states also have similar laws to ADA which are enforced locally.
©SHRM 20084 Disabilities in Employment The ADA makes it unlawful to discriminate in all employment practices such as: Recruting Firing Hiring Training Job assignments Promotions Pay Benefits Layoffs Leave All other employment related activities Source: JAN 2007
©SHRM 20085 What is a Disability? Individual has physical or mental impairment which substantially limits a major life activity. Has record of such an impairment. Being regarded as having such an impairment (including being subjected to prohibited action because of actual or perceived impairment whether or not impairment limits a major life activity). > Does not apply to impairment with an actual or expected duration of six months or less.
©SHRM 20086 What is a Disability? cont’d. Whether impairment substantially limiting made without regard to “ameliorative effects” of mitigating measures. Defines mitigating measures as including: > Medication > Medical supplies, equipment, or appliances > Low-vision devices (not including ordinary eyeglasses or contact lenses) > Prosthetics > Hearing aids and other hearing devices > Mobility devices > Other types of medical assistance or therapy
©SHRM 20087 What is a Disability? cont’d. > caring for oneself > performing manual tasks > seeing > hearing > eating > sleeping > walking > standing > lifting > bending > speaking > breathing > learning > reading > concentrating > thinking > communicating > working Impairment that substantially limits one major life activity need not limit other major life activities to be considered a disability. Definition of a “major life activity” includes:
©SHRM 20088 What is a Disability? cont’d. Major bodily functions: > immune system > digestive > bowel > bladder > neurological (dyslexia – brain and learning disabilities) > respiratory > circulatory > reproductive functions > endocrine
©SHRM 20089 Disabilities & Substance Abuse Alcohol An alcoholic is protected by the ADA as having a disability. [A] person who currently uses alcohol is not automatically denied protection simply because of the alcohol use. An alcoholic is a person with a disability under the ADA and may be entitled to consideration of accommodation, if s/he is qualified to perform the essential functions of a job. However, a[n] employer may discipline, discharge or deny employment to an alcoholic whose use of alcohol adversely affects job performance or conduct to the extent that s/he is not “qualified.” Drugs A drug addict is protected as having a disability only if he or she is receiving recovery treatment and is not a current user. Persons addicted to drugs, but who are no longer using drugs illegally and are receiving treatment for drug addiction or who have been rehabilitated successfully, are protected by the ADA from discrimination on the basis of past drug addiction.
©SHRM 200810 Making Accommodations Individuals with disabilities may require an accommodation to perform the essential functions of a job. Essential job functions are the fundamental duties of the job. A job function may be considered essential for any of several reasons, such as: > The job exists to perform that function. > The function requires specialized skills or expertise and the person is hired for that expertise. > There is only a limited number of employees to perform the function. Examples of essential job function accommodations: > Providing special phone for receptionist with hearing impairment. > Providing frequent stretching break for employee with muscular/joint/vascular disorder whose job requires long periods of sitting/standing.
©SHRM 200811 Making Accommodations cont’d. Accommodations: “reasonable” and without “undue hardship”. These criteria are very high standards and cannot be easily demonstrated. Tolerating poor performance unrelated to a disability is not an accommodation. Partner with Human Resources when assessing what is reasonable and what constitutes undue hardship. Always maintain privacy of individuals with disabilities.
©SHRM 200812 Noncompliance ADA enforced by Equal Employment Opportunity Commission (EEOC) 2004 UPS $9.9 million for not hiring deaf drivers. 2005 Walmart $7.5 million for not hiring applicant with cerebral palsy.
©SHRM 200813 Summary The ADA makes it unlawful to discriminate in all employment practices, including pre-employment. A disability can be physical or mental and include substance abuse. Reasonable accommodations should be considered for applicants and employees who can perform essential job functions with an accommodation. What’s reasonable will vary by each unique situation. There are serious legal consequences for violating ADA in addition to the harmful affect on the employer’s reputation in the community. Work with HR when an accommodation is requested or required.
©SHRM 200814 Questions?Comments?
©SHRM 200815 Course Evaluation Please be sure to complete and leave the evaluation sheet you received with your handouts. Thank you for your attention and interest!
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