Employers should not resort to terminating an employee without first considering all reasonable ADAAA accommodations. The cost to recruit and train a new employee - and defend a potential lawsuit - could be far more expensive than implementing a reasonable accommodation that enables an employee to return to work. To help navigate the legal complexities associated with providing accommodations or reviewing policies to ensure ADAAA compliance, employers can enlist the help of a trusted ally: a consultant from their disability insurance provider. Consultants - such as vocational, nurse or mental health - can be provided by an employer's comprehensive disability insurance plan to help find the best solutions for complying with ADAAA regulations. A consultant can help evaluate employee illnesses and injures on a case-by-case basis, making it easier to identify and implement the appropriate accommodations. To avoid headaches and potential lawsuits, employers need to understand how to comply with the ADAAA. Avoiding these common mistakes - and learning some best practices - can help ensure compliance.

 


 

Accommodate, Don’t Terminate: Best Employer Practices For ADAAA Compliance

Related Posts
    Current or Archive

    see all topics
    Tags

    see all topics
    Keyword Search
      2022 Health and Productivity Forum Highlights Challenges of Remote Work, High-Cost Therapies, and More
      Nov 1, 2022
      Breast Cancer Costs Everyone
      Oct 12, 2022
      September is Pain Awareness Month: Creating a Supportive and Safe Work Environment
      Sep 22, 2022

      IBI Membership

      Sidebar-IBI-Membership

      Get access to the latest tools and research on health and productivity.

      IBI Tools

      Sidebar-IBI-Tools

      Use our resources and proprietary tools to turn data into action.