ADA Accommodations: Supervisors and the Interactive Process

Access “ADA Accommodations: Supervisors and the Interactive Process” now and discover what your institution’s leaders must do to protect worker rights and avoid ADA lawsuits. In this video, you’ll learn:

  • The definition of a disability
  • How to identify an ADA accommodation request
  • The right way to deal with a faculty or staff member during the “Interactive Process”
  • How you can avoid ADA lawsuits for “failure to accommodate”
ADA Accommodations and the Interactive Process

Why are we giving you all of this for free? Because it’s the best way we know to introduce you to a new approach to management and employment law compliance training in your school.

Here’s how it works: Request your video on ADA accommodations now and we’ll email you a user name and password that gives you instant access to the Education Leadership and Administration Rapid Learning Center. There you’ll find your free training video on ADA accommodations and a collection of other training resources for school administrators and professionals. You’ll have unlimited access to this powerful library of e-learning modules, reports and fast-read articles for 30 days.


More information for those who love the details …

Leaders in your organization may be violating employee rights under the ADA and not even know it. These oversights can lead to costly legal trouble … trouble that can easily be avoided with the proper training.

A simple phrase that signals your ADA legal liability has begun

When a faculty or staff member says to his or her supervisor, “I’d like some help with work” because of a physical or mental problem, your ADA (Americans with Disabilities Act) liability begins. It’s important to note, faculty or staff don’t have to directly ask for an accommodation but your administrators have to recognize that one has been requested – even if that request is subtle.

Are such requests always covered under the ADA? Of course not, but administrators aren’t qualified to make that determination so they MUST err on the side of caution. They must start the Interactive Process. There’s a good chance, however, they have no idea what this process is, or what their legal obligations are under the ADA.

Access “ADA Accommodation: Supervisors and the Interactive Process” and arm your team with the knowledge they need to protect faculty and staff member rights and avoid legal trouble.

What is the Interactive Process?

The Interactive Process is a back-and-forth discussion between administration and faculty or staff about ADA accommodations. The ADA says an employer must try to reasonably accommodate a disabled worker. The manager and organization have a responsibility to discuss the situation with the employee to determine what accommodations can be made. It may take a while to implement the workplace accommodations, but your legal liability for “failure to accommodate” begins the minute the employee finishes their initial request.

Leaders in your school must be able to recognize an ADA accommodation request and be prepared to act accordingly. If they don’t spot it – or do spot it but mishandle the Interactive Process – they’re violating the worker’s rights and setting your institution up for an ADA lawsuit.

Access your free video now and train your supervisors how to recognize an ADA accommodation request.

The three simple steps that stop ADA lawsuits

When a faculty or staff member requests an accommodation based upon their ADA disability, managers should take three critical steps. These steps are easy to follow and will almost always prevent your line supervisors from starting an ADA lawsuit.

The key role supervisors play in ADA compliance

Administrators play a key role in the Interactive Process. They’re unlikely to be responsible for making the final decision on an accommodation. This is usually made by HR and your legal team. But they’re on the front line and may be called on to kick off the Interactive Process. If they get it right, your institution will be recognized for respecting disabled worker rights. If they get it wrong, you may find yourself in court trying to explain why you didn’t provide reasonable accommodation for a hard-working faculty or staff member who needed some help.

Access your free video now and show your administrators the three simple steps that stop an ADA lawsuit before it even starts.

Sincerely,

Steve Meyer
Stephen Meyer
CEO/Director of Learning and Development, The Rapid Learning Institute

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