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

Previous Next

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

Feb 12, 2016