Comply with Americans with Disabilities Act requirements
What you'll be able to do
•Explain what the ADA requires of employers regarding qualified individuals with disabilities
•Recognize a request for reasonable accommodation, even when the word accommodation is never used
•Start the interactive process correctly rather than deciding unilaterally what someone needs
•Understand the limits of the law, including undue hardship and essential job functions
Who it's for
Managers and HR staff who receive accommodation requests and make staffing decisions. Also useful for any employee who wants to understand their own rights and the process.
What changes on the job
•Accommodation requests recognized and routed correctly instead of ignored or denied on the spot
•Managers who engage in a documented interactive process rather than guessing
•Lower legal exposure from mishandled requests or improper questions
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Does an employee have to use the word accommodation to trigger the process?
No, and that is a common trap the course highlights. A request can be informal, so recognizing it and starting the interactive process is a manager's responsibility even when the language is casual.
Does the ADA mean any request must be granted?
No. Employers must provide reasonable accommodation absent undue hardship, and the person must still be able to perform essential job functions. The course explains where those limits apply.