Welcome to our spring interactive webinar recap, "From Request to Resolution: Expert Insights into Workplace Accommodations." This engaging session focused on the key aspects of the Americans with Disabilities Act (ADA) and how HR managers, directors, and business partners can implement effective workplace accommodations. Key themes discussed during this webinar were employee accommodation cases related to mental health, performance improvement plans (PIPs), and return to office (RTO). Let’s dive into the highlights and insights from this informative event.
→ For a more detailed exploration, watch the full webinar recording here.
Joshua Peterson, Head of Accommodations at Disclo: With over 25 years of experience in HR, Joshua has managed various programs, including health and retirement benefits, leaves, and ADA accommodations. His expertise in building compliant and employee-centric HR processes was invaluable to the discussion.
Taylor Gallo, Accommodations and Client Support Specialist at Disclo: Taylor brought nearly a decade of experience in disability services and accommodations. Her background includes roles at Meta and the College of Staten Island, and she holds a master's degree in disability services in higher education.
The Americans with Disabilities Act (ADA) is a civil rights law prohibiting discrimination against individuals with disabilities. Title I of the ADA focuses on employment, requiring employers to provide reasonable accommodations to qualified individuals unless it causes undue hardship.
A crucial part of the accommodation process is the interactive process, which involves open communication between the employer and the employee to identify effective accommodations. This process should be tailored to each employee's specific medical condition and job tasks, ensuring compliance with EEOC guidelines. To facilitate this, Disclo offers an Interactive Process Template that can help streamline and document the process effectively.
Employers can adjust work schedules to accommodate medical treatments, offer part-time work arrangements, and modify workstations with ergonomic furniture or assistive technology like screen readers.
Job restructuring might involve reallocating non-essential functions or reassigning an employee to a vacant position if the employee can no longer perform the essential functions of their current job.
Providing training materials in alternative formats like Braille or large print and offering assistive technology such as TTY devices or voice recognition software can make a significant difference.
Other reasonable accommodations include allowing service animals in the workplace and providing unpaid leave or flexible scheduling for employees with mental disabilities.
Learn more about working with a service animal here.
Darla, an administrative assistant with social anxiety, had worked remotely since the pandemic. With the company's new return-to-office policy, she requested to continue working from home as a reasonable accommodation.
The HR team, led by Alex, evaluated Darla's accommodation request by considering her medical documentation, the essential functions of her job, and potential alternative accommodations.
While working from home full-time was deemed unreasonable, alternative accommodations such as providing a private office and noise-canceling headphones were offered to support Darla in the office.
Thomas, a project manager diagnosed with a new medical condition, requested accommodations while on a performance improvement plan (PIP). The company lacked a documented accommodation process, making the situation challenging.
The HR business partner consulted legal counsel and requested medical documentation to support Thomas's accommodation request. Interim accommodations were considered to ensure compliance and effectively support Thomas.
The employer approved intermittent leave, denied the reduction of projects as unreasonable, and extended Thomas's PIP end date by 30 days. Additional support included more one-on-one meetings with his manager and extended deadlines.
To ensure your process is well-documented and effective, consider using Disclo's Interactive Process Template.
Undue Hardship: Determine what constitutes an undue hardship based on EEOC criteria, including the nature and cost of the accommodation.
Confidentiality: Maintain confidentiality when handling medical information and accommodation requests.
Training and Awareness: Provide training materials and sessions on the ADA and the accommodation process to foster an inclusive work environment.
Encourage teamwork, collaboration, and mutual respect to reduce burnout and absenteeism. Open communication about mental health issues helps reduce stigma and fosters understanding.
Offer resources such as counseling services, stress reduction programs, and flexible work arrangements to support employee well-being.
Providing workplace accommodations is essential for fostering an inclusive and supportive work environment. By understanding the ADA, engaging in the interactive process, and implementing effective accommodations, HR managers and business partners can ensure that all employees have the opportunity to perform their essential functions and thrive.
For more information, visit the Job Accommodation Network (JAN) and the EEOC. Embracing the principles of the ADA and committing to an inclusive workplace can positively impact employees with disabilities and enhance organizational effectiveness.
By implementing these insights and strategies, you can create a workplace that values diversity and supports all employees in achieving their full potential. Don't forget to watch the full webinar recording for more detailed insights and real-life scenarios. Watch here.
Built by 2x disability-focused founders, the software is a workplace ADA and PWFA accommodations platform for companies focused on making workplaces inclusive for everyone. Disclo is a HIPAA-compliant platform that requests, tracks, and manages workplace accommodations—all in one place.
Disclo makes handling accommodations seamless by combining automation, in-app medical e-verification, out-of-the-box analytics (so you can auto-track against EEOC and ADA standards), and the ability to connect to any HRIS and ATS with pre-built integrations.
Strengthen workplace inclusivity and future-proof ADA and PWFA processes while establishing a digital paper trail for your organization. Learn more at disclo.com/demo.
TL;DR This webinar recap provides expert insights into the ADA and effective workplace accommodations, highlighting key scenarios and practical steps for HR professionals.
Welcome to our spring interactive webinar recap, "From Request to Resolution: Expert Insights into Workplace Accommodations." This engaging session focused on the key aspects of the Americans with Disabilities Act (ADA) and how HR managers, directors, and business partners can implement effective workplace accommodations. Key themes discussed during this webinar were employee accommodation cases related to mental health, performance improvement plans (PIPs), and return to office (RTO). Let’s dive into the highlights and insights from this informative event.
→ For a more detailed exploration, watch the full webinar recording here.
Joshua Peterson, Head of Accommodations at Disclo: With over 25 years of experience in HR, Joshua has managed various programs, including health and retirement benefits, leaves, and ADA accommodations. His expertise in building compliant and employee-centric HR processes was invaluable to the discussion.
Taylor Gallo, Accommodations and Client Support Specialist at Disclo: Taylor brought nearly a decade of experience in disability services and accommodations. Her background includes roles at Meta and the College of Staten Island, and she holds a master's degree in disability services in higher education.
The Americans with Disabilities Act (ADA) is a civil rights law prohibiting discrimination against individuals with disabilities. Title I of the ADA focuses on employment, requiring employers to provide reasonable accommodations to qualified individuals unless it causes undue hardship.
A crucial part of the accommodation process is the interactive process, which involves open communication between the employer and the employee to identify effective accommodations. This process should be tailored to each employee's specific medical condition and job tasks, ensuring compliance with EEOC guidelines. To facilitate this, Disclo offers an Interactive Process Template that can help streamline and document the process effectively.
Employers can adjust work schedules to accommodate medical treatments, offer part-time work arrangements, and modify workstations with ergonomic furniture or assistive technology like screen readers.
Job restructuring might involve reallocating non-essential functions or reassigning an employee to a vacant position if the employee can no longer perform the essential functions of their current job.
Providing training materials in alternative formats like Braille or large print and offering assistive technology such as TTY devices or voice recognition software can make a significant difference.
Other reasonable accommodations include allowing service animals in the workplace and providing unpaid leave or flexible scheduling for employees with mental disabilities.
Learn more about working with a service animal here.
Darla, an administrative assistant with social anxiety, had worked remotely since the pandemic. With the company's new return-to-office policy, she requested to continue working from home as a reasonable accommodation.
The HR team, led by Alex, evaluated Darla's accommodation request by considering her medical documentation, the essential functions of her job, and potential alternative accommodations.
While working from home full-time was deemed unreasonable, alternative accommodations such as providing a private office and noise-canceling headphones were offered to support Darla in the office.
Thomas, a project manager diagnosed with a new medical condition, requested accommodations while on a performance improvement plan (PIP). The company lacked a documented accommodation process, making the situation challenging.
The HR business partner consulted legal counsel and requested medical documentation to support Thomas's accommodation request. Interim accommodations were considered to ensure compliance and effectively support Thomas.
The employer approved intermittent leave, denied the reduction of projects as unreasonable, and extended Thomas's PIP end date by 30 days. Additional support included more one-on-one meetings with his manager and extended deadlines.
To ensure your process is well-documented and effective, consider using Disclo's Interactive Process Template.
Undue Hardship: Determine what constitutes an undue hardship based on EEOC criteria, including the nature and cost of the accommodation.
Confidentiality: Maintain confidentiality when handling medical information and accommodation requests.
Training and Awareness: Provide training materials and sessions on the ADA and the accommodation process to foster an inclusive work environment.
Encourage teamwork, collaboration, and mutual respect to reduce burnout and absenteeism. Open communication about mental health issues helps reduce stigma and fosters understanding.
Offer resources such as counseling services, stress reduction programs, and flexible work arrangements to support employee well-being.
Providing workplace accommodations is essential for fostering an inclusive and supportive work environment. By understanding the ADA, engaging in the interactive process, and implementing effective accommodations, HR managers and business partners can ensure that all employees have the opportunity to perform their essential functions and thrive.
For more information, visit the Job Accommodation Network (JAN) and the EEOC. Embracing the principles of the ADA and committing to an inclusive workplace can positively impact employees with disabilities and enhance organizational effectiveness.
By implementing these insights and strategies, you can create a workplace that values diversity and supports all employees in achieving their full potential. Don't forget to watch the full webinar recording for more detailed insights and real-life scenarios. Watch here.
Built by 2x disability-focused founders, the software is a workplace ADA and PWFA accommodations platform for companies focused on making workplaces inclusive for everyone. Disclo is a HIPAA-compliant platform that requests, tracks, and manages workplace accommodations—all in one place.
Disclo makes handling accommodations seamless by combining automation, in-app medical e-verification, out-of-the-box analytics (so you can auto-track against EEOC and ADA standards), and the ability to connect to any HRIS and ATS with pre-built integrations.
Strengthen workplace inclusivity and future-proof ADA and PWFA processes while establishing a digital paper trail for your organization. Learn more at disclo.com/demo.
Welcome to our spring interactive webinar recap, "From Request to Resolution: Expert Insights into Workplace Accommodations." This engaging session focused on the key aspects of the Americans with Disabilities Act (ADA) and how HR managers, directors, and business partners can implement effective workplace accommodations. Key themes discussed during this webinar were employee accommodation cases related to mental health, performance improvement plans (PIPs), and return to office (RTO). Let’s dive into the highlights and insights from this informative event.
→ For a more detailed exploration, watch the full webinar recording here.
Joshua Peterson, Head of Accommodations at Disclo: With over 25 years of experience in HR, Joshua has managed various programs, including health and retirement benefits, leaves, and ADA accommodations. His expertise in building compliant and employee-centric HR processes was invaluable to the discussion.
Taylor Gallo, Accommodations and Client Support Specialist at Disclo: Taylor brought nearly a decade of experience in disability services and accommodations. Her background includes roles at Meta and the College of Staten Island, and she holds a master's degree in disability services in higher education.
The Americans with Disabilities Act (ADA) is a civil rights law prohibiting discrimination against individuals with disabilities. Title I of the ADA focuses on employment, requiring employers to provide reasonable accommodations to qualified individuals unless it causes undue hardship.
A crucial part of the accommodation process is the interactive process, which involves open communication between the employer and the employee to identify effective accommodations. This process should be tailored to each employee's specific medical condition and job tasks, ensuring compliance with EEOC guidelines. To facilitate this, Disclo offers an Interactive Process Template that can help streamline and document the process effectively.
Employers can adjust work schedules to accommodate medical treatments, offer part-time work arrangements, and modify workstations with ergonomic furniture or assistive technology like screen readers.
Job restructuring might involve reallocating non-essential functions or reassigning an employee to a vacant position if the employee can no longer perform the essential functions of their current job.
Providing training materials in alternative formats like Braille or large print and offering assistive technology such as TTY devices or voice recognition software can make a significant difference.
Other reasonable accommodations include allowing service animals in the workplace and providing unpaid leave or flexible scheduling for employees with mental disabilities.
Learn more about working with a service animal here.
Darla, an administrative assistant with social anxiety, had worked remotely since the pandemic. With the company's new return-to-office policy, she requested to continue working from home as a reasonable accommodation.
The HR team, led by Alex, evaluated Darla's accommodation request by considering her medical documentation, the essential functions of her job, and potential alternative accommodations.
While working from home full-time was deemed unreasonable, alternative accommodations such as providing a private office and noise-canceling headphones were offered to support Darla in the office.
Thomas, a project manager diagnosed with a new medical condition, requested accommodations while on a performance improvement plan (PIP). The company lacked a documented accommodation process, making the situation challenging.
The HR business partner consulted legal counsel and requested medical documentation to support Thomas's accommodation request. Interim accommodations were considered to ensure compliance and effectively support Thomas.
The employer approved intermittent leave, denied the reduction of projects as unreasonable, and extended Thomas's PIP end date by 30 days. Additional support included more one-on-one meetings with his manager and extended deadlines.
To ensure your process is well-documented and effective, consider using Disclo's Interactive Process Template.
Undue Hardship: Determine what constitutes an undue hardship based on EEOC criteria, including the nature and cost of the accommodation.
Confidentiality: Maintain confidentiality when handling medical information and accommodation requests.
Training and Awareness: Provide training materials and sessions on the ADA and the accommodation process to foster an inclusive work environment.
Encourage teamwork, collaboration, and mutual respect to reduce burnout and absenteeism. Open communication about mental health issues helps reduce stigma and fosters understanding.
Offer resources such as counseling services, stress reduction programs, and flexible work arrangements to support employee well-being.
Providing workplace accommodations is essential for fostering an inclusive and supportive work environment. By understanding the ADA, engaging in the interactive process, and implementing effective accommodations, HR managers and business partners can ensure that all employees have the opportunity to perform their essential functions and thrive.
For more information, visit the Job Accommodation Network (JAN) and the EEOC. Embracing the principles of the ADA and committing to an inclusive workplace can positively impact employees with disabilities and enhance organizational effectiveness.
By implementing these insights and strategies, you can create a workplace that values diversity and supports all employees in achieving their full potential. Don't forget to watch the full webinar recording for more detailed insights and real-life scenarios. Watch here.
Built by 2x disability-focused founders, the software is a workplace ADA and PWFA accommodations platform for companies focused on making workplaces inclusive for everyone. Disclo is a HIPAA-compliant platform that requests, tracks, and manages workplace accommodations—all in one place.
Disclo makes handling accommodations seamless by combining automation, in-app medical e-verification, out-of-the-box analytics (so you can auto-track against EEOC and ADA standards), and the ability to connect to any HRIS and ATS with pre-built integrations.
Strengthen workplace inclusivity and future-proof ADA and PWFA processes while establishing a digital paper trail for your organization. Learn more at disclo.com/demo.
