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Act Now! Registration for the OFCCP Webinar Presented By Jackson Lewis and Springboard Consulting Closes Tomorrow!

Matt and Nadine Webinar

 

OFCCP’S NEW DISABILITY REGULATIONS
AND THE DUALITY OF COMPROMISE:
How to Balance the Legal Requirement with the Practical Implications
Join Matthew J. Camardella, a Shareholder in the Long Island office of Jackson Lewis P.C., and Nadine Vogel, CEO, Springboard Consulting, as they discuss the tension employers face between legal compliance with, and practical implementation of the affirmative action regulations for individuals with a disability.

Matt will provide a point-by-point breakdown of the regulations’ legal requirements, including recruitment obligations, goal-setting, and applicant and employee voluntary self-identification.

Nadine will provide everyday implementation tools for the HR Professional, including how to request that a Company’s workforce self-identify as disabled without raising alarms, diversity outreach techniques, evaluating good-faith efforts in light of the new regulations, and ensuring an environment of inclusion.

Together, Matt and Nadine will ensure companies are poised to achieve an appropriate balance between legal compliance and practical implementation.

There is no cost to participate!  You can register at: https://consultspringboard.com/ofccp-webinar/.
Please Note: Registration will close Thursday, October 23rd at 5:00pm Eastern Standard Time.


ABOUT SPRINGBOARD CONSULTING®

Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

Come see the Globe with Disability Matters!

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Is your TA Team equipped to Recruit Candidates with Disabilities?

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RECRUITING QUALIFIED CANDIDATES WITH DISABILITIES?

Is your #TalentAcquisition (TA) team equipped with the tools and the know-how to appropriately and effectively recruit individuals with #disabilities?  They need to be; especially, if your company is a U.S. #Federal #Contractor required to comply with the #OFCCP’s 7% Utilization Goal.

One way to accomplish this is by equipping your TA team with #Springboard's comprehensive Talent Acquisition #Toolkit.  This toolkit provides On-Campus and Experienced Recruiters with guidance on disability considerations, builds confidence in making better-informed decisions about applicants/candidates with disabilities and, at the same time, mitigates the risk of disability discrimination.

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Each section of this Toolkit includes four components:

  • Legal-ease Simplified highlights the Company's legal nondiscrimination responsibilities associated with the recruitment activity using easy-to-understand language. The information contained in this section applies to both On-Campus and Experienced Recruiters.
  • What This Means explains how the disability nondiscrimination requirements can affect a recruiter's interactions, impressions and decisions about potential candidates/applicants.
  • Life Preservers provide practical solutions to eliminate barriers commonly experienced by candidates/applicants across disabilities during the talent identification and selection phases.
  • Dive Deeper presents a variety of self-guided activities that reinforce understanding of new knowledge, develop problem-solving skills, help to gain confidence and finally, that promote adherence to standardized and compliant recruitment policies and processes when engaging candidates with disabilities. Where appropriate, different activities are included that applies to On-Campus Recruiters and those that apply to Experienced Recruiters.

The use of Springboard’s Talent Acquisition Toolkit will positively impact your overall disability recruiting strategy. 

Order yours today, click on the following link and download Springboard’s Product Order Form >> https://secureservercdn.net/198.71.233.87/jv5.034.myftpupload.com/wp-content/uploads/2010/10/Product-Order-Form-09192014.pdf

Please complete and return for processing to ivette@consultspringboard.com.


ABOUT SPRINGBOARD®
Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

Exciting news – View the following video for a sneak-peek into the world of Disability Matters!!

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.

According to the EEOC Can you perform the Essential Functions of the Job?

According to the #EEOC, every job candidate should be asked,

“Can you perform the Essential Functions of the Job With or Without an Accommodation”?   

This presumes your job descriptions clearly delineate the essential and marginal functions. 

       *Do you have #EJF’s as part of your job descriptions?  If not, you should. 

      * If so, do your recruiters and hiring managers consistently ask this question? If not, they should.

And, if your company is a U.S. Federal Contractor who now has a focused recruiting effort on individual with disabilities, this is more important than ever.

There are many reasons to have accurate EJF’s…

1.      Determining if someone is truly qualified for the job.

2.      Assessing if an accommodation request is reasonable.

3.      Objectively evaluating performance management.

#Springboard has a dedicated team of experts who can write your Essential Job Functions, create easy to use tools for assigning EJF’s to future job requisitions and provide training on proper use and implementation.

EJF’s have recently become the subject of much disability related litigation.  Don’t wait for your company to become the next subject - Contact Springboard today to get started info@consultspringboard.com


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.

 

Another Large Corporation Settles with the EEOC

Walgreens Settles #DisabilityDiscrimination Suit to the Tune of $180,000.  The terms of the settlement agreement also require Walgreens to post a revised policy regarding #accommodating #disabledemployees on its employee intranet site and provide #anti-discriminationtraining, make periodic reports to the #EEOC, and post a notice regarding the decree for three years.

The EEOC brought suit on behalf of a Walgreens employee who was fired after eating a $1.39 bag of chips during a hypoglycemic episode.  The employee reached for a bag of chips to stabilize her blood sugar levels and tried to pay after the fact and was quickly terminated.

Under the #ADA, employers must provide #reasonableaccommodations to #employeeswithdisabilities unless doing so would amount to a hardship for the employer, something that would have been difficult for Walgreens to prove (allowing an employee to pay for a bag of chips after she has stabilized her blood sugar is an undue burden).  Furthermore, the Walgreens employee had no disciplinary record ,was with the company 18 years and had disclosed having diabetes 13 years prior.  Walgreens was unable to prove her termination was unrelated to her #disability.

This is a reminder to employers: engaging in the #interactiveprocess is critical for determining if an accommodation is reasonable.  Proper #training and open communication can help to avoid unnecessary and expensive lawsuits.   Remember, Springboard can help you with such guidance and #disabilitytraining and typically for much less than the cost of even the smallest settlement.

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.

Registration for Disability Matters North America 2015 is now Live – Register Today!

2015DMNA Registration Release

Website Accessibility Review in THREE (3) Easy Steps!

STEP I - #ACCESSIBILITY EVALUATION

Comprehensively review and analyze known issues, key user tasks, core pages and templates against the #WCAG2.0 Level #AA #accessibility #standards.

How?  By doing the following:

  • Navigating each page and form with the keyboard only, screen readers and voice recognition software
  • Checking each page for color blindness/contrast issues
  • Evaluating each page for browser control enlargement
  • Evaluating all videos for captioning and related requirements

STEP II - ACCESSIBILITY #TEST WITH USERS

Conduct a video-recorded, think-aloud accessibility test with ten individuals who have a variety of disabilities in order to identify the most significant accessibility and usability issues relative to user experience.

        Participants will:

  • Verbalize their experiences as they are interacting with the site.
  • Describe their expectations regarding the accessibility and other features of the pages.
  • Share personal preferences and any other comments they may have.

STEP III – #FINDINGS/RECOMMENDATIONS

  •         Receive a comprehensive written report of findings/recommendations
  •         Receive the full unedited test video of the ten users

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REMEMBER:  Before actively sourcing candidates with #disabilities, you need to know where your #company’swebsite stands relative to accessibility for someone who may be #blind, #visually impaired, and/or have #limited use or an #inability to #useamouse or #keyboard. If you are unsure or you already know the site does not meet the global guidelines of WCAG2.0, consider conducting a web accessibility review.

#Springboard has a dedicated team of experts whose sole job is to conduct these assessments in three easy steps.  Yes, it’s as easy as 1-2-3. Get started by contacting us at info@consultspringboard.com or 973-813-7260.


 

 

 

 

 

WHAT IS YOUR ASSESSMENT DOING FOR YOU?

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Assessment:  An evaluation or analysis of the nature, quality or ability of something.

Strategy:  A plan of action designed to achieve a particular goal.

Execution:  The completion of tasks or responsibilities against specified standards within a certain timeframe

In light of the OFCCP’s new Section 503 regulations, many companies are conducting internal assessments or audits to determine their current state relative to the outreach, employment, engagement and retention of candidates and employees with disabilities.

While this is terrific, these same companies are struggling with translating their findings into a successful enterprise-wide strategy.  Which means, many executives find themselves stuck with the task of how to: efficiently, effectively and cross-functionally move from  current-state to desired future-state, all while still prioritizing what needs to be done.

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Springboard Consulting can help by providing the enterprise-wide strategy you are looking for.  We will take your existing assessment*, apply our vast Disability experience and expertise, along with knowledge of the legislative and competitive landscape, to develop a strategy that will not only ensure success with regulation compliance, but transition the company to an employer of choice for individuals with disabilities.  *If current assessment is not complete or meet compliance standards, Springboard will perform a new assessment (additional fees will apply).

Contact Springboard Consulting today to start on the road to Disability success.

E: info@consultspringboard.com; T: 1-973-813-7260

RSVP for the 2015 Disability ERG Summit!

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                                                                                                                                             HOSTED BY  

 

DATE & LOCATION:

Tuesday, April 14, 2015

8:00 AM - 4:00 PM EDT

 

Unum Headquarters

1 Mercantile Street

Worcester, MA 01608

MESSAGE:

Many factors contribute to a successful Disability Resource Group.  Whether you refer to yours as an Employee, Affinity or Colleague Resource Group, having the right leadership team and the right executive sponsor can make all the difference.  This year’s Summit will address these two important issues and many more.  

Attend the 2015 Summit for:

  • Candid discussions with today’s leading Disability ERG Executive Sponsors
  • Insight into proven ERG leadership training and coaching programs
  • Innovative, game changing ideas and best practices
  • Networking with like-minded peers from across Corporate America

This one-day intensive in-person session will be invaluable in helping you successfully start, re-start and/or grow your Disability Resource Group.  

The Disability ERG Summit takes place just before the Disability Matters Conference so plan on attending both to make 2015 a truly game-changing year for your Disability ERG and all your disability related initiatives.

*See the value priced combo ticket special below.

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Approved for 6.00 Credit Hours

 

PRICING*:

  • $495 (USD)
  • $395 (USD) Disability ERG Leadership Networking Forum Subscribers and Sponsors of the 2015 Disability Matters N.A. Conference & Awards. *Includes continental breakfast and lunch
  • $1,299.00 (USD) Value Priced Single Combo Ticket: Disability Matters Conference/Disability ERG Summit (Regularly $995 + $495= $1,490.00)

 RSVP:

Purchase a ticket and register no later than Tuesday, March 27, 2015 or until capacity is reached – https://consultspringboard.com/2015ergpdl/   

Should you have any questions, please contact Jill Frankel at jill@consultspringboard.com or via telephone:  973-813-7260 x. 106. 


ABOUT SPRINGBOARD CONSULTING® Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

Come Be Inspired by our Keynote Speakers – Disability Matters North America 2015

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ABOUT SPRINGBOARD® Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

ESSENTIAL JOB FUNCTIONS

Is telecommuting a reasonable #accommodation for an employee who has a disability?  It could be.  But first, the employer must determine if physical presence is an essential job function (EJF’s).  This issue recently came to light in a case between the #EEOC and Ford Motor.  It is just one of many that are surfacing and ultimately relying on employers having documented #essentialjobfunctions (#EJF’s) within each of their job descriptions.  So how prepared is your company to address such issues?  If today your #jobdescriptions don’t delineate essential and marginal functions, contact #Springboard at info@consultspringboard.com or 973-813-7260 to speak with one of our #EJF experts.

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.

Disability Matters North America Special Edition Newsletter

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ABOUT SPRINGBOARD® Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

Employees with a Disability in Australia

Did you know that individuals with a #disability make up 10% of the #Australianworkforce and that Awards, which set the minimum wages and conditions of most employees in #Australia, often include pay rates and conditions for employees with disability? Just check the #SupportedWageSystem section in the relevant award to see if your employees who have a disability are covered.

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.

Disability Matters North America 2015-Award Applications Now Available!

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ABOUT SPRINGBOARD CONSULTING® Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers though the Disability Matters Awards. www.consultspringboard.com

Reasonable Accommodations in Canada

As most know, Springboard’s global work includes working with companies located in #Canada. We received an inquiry this week relative to making #accommodations for employees with #disabilities. Specifically, the Human Resources professional was trying to understand the difference between applying the #OntarioHumanRightsCode versus The #WorkplaceSafetyandInsuranceAct, when someone requests an #accommodation. I thought it might be beneficial to share what we shared with this company.

The “Code” requires an #employer to accommodate an employee who has a disability to the point of #unduehardship. What this means is, as a result of taking into consideration the employee’s restrictions and/or limitations (physical or otherwise), you, the employer either modify the employee’s current job or find other work that meets the employee’s abilities, in as similar a job as possible to their current job.

The “Act” comes into play when an employee is injured in the course of employment and the employer is subject to the Act (most employers are). It requires employers to provide suitable modified duties, a standard not as high as the duty to accommodate under the Code. Such a modification may mean adjusting work hours, productivity standards, etc.

Can there be situations where both the Code and the Act apply? Yes, and in such cases, the best course of action is to provide the accommodation under the guidance of the Code which is the higher of the two standards; always a good practice for #riskmitigation.

Want to know more? Contact #SpringboardConsulting by email, info@consultspringboard.com, or by phone, 973-813-7260. We can work with you to make the end to end process of reasonable accommodations fair, equitable and simple.

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.

The EEOC Reached Several Settlements for Allegedly Violated ADA Policies

The U.S. Equal Employment Opportunity Commission (#EEOC) has reached several settlements with employers over #disabilityleave policies that allegedly violated the Americans with Disabilities Act (#ADA). Among them are:
• New York-based Verizon Communications Inc., which paid $20 million to settle charges in July 2011 for refusing to make exceptions to its “no fault” attendance plans to accommodate employees with disabilities.
• Hoffman Estates, Illinois-based Sears Roebuck & Co., which paid $6.2 million in a September 2009 consent decree on charges it maintained an inflexible workers compensation leave exhaustion policy and terminated employees instead of providing reasonable accommodations for their disabilities.
• Tacoma, Washington-based Interstate Distributor Co., which paid $4.85 million in November 2011 to settle EEOC charges that it automatically terminated workers who needed leave of more than 12 weeks, rather than determining if it would be reasonable accommodation to provide additional leave.
• Eden Prairie, Minnesota-based Super Valu Inc. and its American Drug Stores L.L.C. and Jewel Food Stores Inc. units, which paid $3.2 million in a January 2011 settlement of charges that the Jewel-Osco supermarket chain terminated employees with disabilities at the end of medical leaves, rather than bringing them back to work with reasonable accommodations.
• Chicago-based United Airlines Inc., which paid $600,000 in a December 2010 settlement on allegations it refused to allow employees with disabilities to work reduced schedules as a reasonable accommodation.
In just these five cases, over $34 Million was paid out in settlements. Springboard has a very comprehensive suite of training programs including The Understanding & Implementation of Disability Leave Policies and Using Leave as an Accommodation. Contact #Springboard today to avoid such unnecessary #settlements in your future. Call us at 973-813-7260 x102 or email us at info@consultspringboard.com.

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.

Disability Matters North America – Only 7 Days Left for this Amazing Offer!

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ABOUT SPRINGBOARD CONSULTING® Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers though the Disability Matters Awards. www.consultspringboard.com

 

Does your company Website meet the global guidelines of #WCAG2.0?

Earlier this week I received a phone call from an individual who serves as the Director of a #disability student services office of a large university. He was very upset and seeking guidance.  The following is a paraphrased account of what he said...

"I was contacted by the #recruiting department of a global financial services company who was interested in establishing a relationship with my office for the purpose of recruiting #students with disabilities from our campus. Not a common request, I was elated‎. The call led to two in-person meetings and a plan to pilot what sounded like a mutually beneficial relationship. The pilot began with my office informing our students about the company and their interest in hiring which led to an in-person information session. My entire team was excited about the opportunity our students were being presented with because we truly believed this company's corporate heart and mind was in the right place.  Well, shame on us for not doing more due diligence. Following an on campus meeting with a few of our students, the company requested they apply for the open positions on their careers portal. Imagine my surprise when we received feedback from two of these students that they would not be able to continue with the process due to the company’s website not being #accessible (one of these individuals is #blind and the other has extremely limited use of their hands).

I initially thought there must have just been some miscommunication.  I had no idea how to respond to the student and quite frankly, when I contacted the lead #recruiter, he had no idea how to respond to me. To their credit, within 24 hours I received a return call from an executive at the company, apologizing and informing me that they were not even aware of the site's inaccessibility and that the issue was being taken to their #IT folks immediately. I appreciated the call and their interest in taking immediate action but I know all too well there is no quick fix. I am so disappointed in myself for the oversight and in the company for not thinking about what it means to be truly committed to hiring #students with #disabilities."

I share this story to remind everyone that you need to know where your company’s #website stands relative to #accessibility for someone who may be blind, visually impaired, and/or have limited or an inability to use a mouse or keyboard. If you are unsure or you know the site does not meet the global guidelines of #WCAG2.0, consider conducting a #webaccessibility review.

#Springboard has a dedicated team of experts whose sole job is to conduct these types of #assessments for companies, providing feedback and recommendations where needed. It’s not as time consuming, costly or as complicated as you may think.  So call #Springboard today to learn how simple and successful we can make this for you.  Contact Us at info@consultspringboard.com or call 1-973-813-7260.

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.

Disability Matters European Union 2015 – Save the Date!

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Book Gretchen to Professionally Motivate and Personally Inspire your Employees!

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“Expect. Employ. Empower.”

The 2014 theme of The U.S. Department of Labor’s National Disability Employment Awareness Month (NDEAM)   If you attended the 2013 Disability Matters Conference in Florida, you heard an inspirational and humorous keynote presentation delivered by Gretchen Vogel, a then 21 year old college student, born with significant disabilities who shared her personal journey to not only survive but thrive. Now a college graduate, Gretchen is delivering her most important message to audiences across the U.S.

Book Gretchen today to serve as the Keynote speaker for your 2014 NDEAM (October) celebration and challenge your employees and leaders to consider their own expectations when it comes to working with someone or even caring for someone with a disability.  Gretchen’s story is about Expectations: her parents, medical providers, teachers, eventually her own and finally, yours – the employers.  She will take you on a personal journey, one that will be sure to leave you professionally motivated and personally inspired.

Click below or http://vimeo.com/98043939 to see a clip of the presentation that resulted in a standing ovation and non-stop conversation

To Book Gretchen Today
Call or Email Ivette: 973-813-7260 x102, Ivette@consultspringboard.com 

ABOUT SPRINGBOARD®
Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

 

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.

#BIAS: Unconscious or Conscious

 

NDEAM 2014 Theme Announced

The Office of Disability Employment Policy of the US Department of Labor recently announced the theme for 2014 National Disability Employment Awareness Month (NDEAM).  The theme this year is “Expect. Employ. Empower.” #NDEAM is a nationwide campaign observed each October aimed at raising awareness about disability employment issues and celebrating the many contributions of America's workers with disabilities. This year’s theme highlights the importance of hiring qualified workers with disabilities and the important role employment plays in the overall quality of life for people with disabilities.

#Springboard is available to help you plan your 2014 NDEAM activities to celebrate #disability diversity in your organizations. Call now to start planning!

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.

If the Israeli Army can do it, so can you.

The project "Great in Uniform" was set up 10 years ago.
The purpose of the project is to integrate young people with disabilities in the IDF, first as volunteers and then as soldiers in every aspect.

http://youtu.be/gZC42c8lMqg

#project #greatinuniform #youngpeoplewithdisabilities #IDF

Telecommuting as Reasonable Accommodation

In EEOC v. Ford Motor Company, No. 12-2484 (6th Cir. Apr. 22, 2014), the Sixth Circuit appellate court upheld that telecommuting may be a reasonable ADA accommodation. When an employee requested to work from home full-time to accommodate her disabling irritable bowel syndrome under the Americans with Disabilities Act (“ADA”), Ford refused, stating that the company stressed in-person teamwork. 

The Sixth Circuit remanded the case for further proceedings, holding that the EEOC had produced sufficient evidence about whether presence at the worksite was an essential function of the job and whether telecommuting was a reasonable accommodation. The court also noted that, due to the advance of technology, the workplace can no longer be assumed to mean the employer’s physical location. The court said that that the law must recognize “that the ‘workplace’ is anywhere that an employee can perform her job duties.”

This decision may result in an increase in telecommuting requests from employees with disabilities. It’s important to plan for this now. Review your written job requests and, if appropriate, include specifics about activities that cannot be performed remotely. Springboard is available to help review your essential job functions and make recommendations to increase the effectiveness of your job descriptions. When employees make telecommuting requests, engage in the interactive process and discuss their workplace needs and functional limitations. As always, identify and implement a mutually beneficial accommodation!

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.





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Thank you