On July 26th, the ADA will have been in effect for 22 years. The ADA requires that we treat people with disabilities the same as we treat everyone else by providing equal opportunities to all aspects of our society, including employment, access to public goods and services, transportation, etc.
The 1st part of the ADA (Title I) states that employers “shall not discriminate against a qualified individual with a disability...and applies to job application procedures, hiring, advancement and discharge of employees, workers' compensation, job training and any other employment benefits afforded to employees.
Many companies would like to employ people with disabilities, yet have persistent concerns, such as:
- ability to keep these individuals safe on the job
- employees who have disabilities might unintentionally create hazards for themselves and other employees
- increased workers' compensation rates
- creating a liability exposure
As a result, many people with disabilities remain excluded from the workforce despite the passage of the ADA.
Therefore, in order to reduce these persistent concerns, companies can get the ball rolling by launching or re-invigorating an effective employee training program. For employees with disabilities, it’s particularly important to have their immediate supervisor's support. Supervisors must be prepared to work with employees with varied abilities and skills, especially for those new to the workplace. Training should address topics that result in management, equipment and work-culture improvements that benefit the entire workforce.
What topics does your company includes in its training program?
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This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.