This course focuses on the seven-step reasonable accommodation management process. Typically, identifying a workable solution is not as energy consuming as negotiating the interpersonal issues behind some requests. The skill of managing the occasional difficult request comes from understanding the process and applying the tools presented in this training.
Personal coaching and support during and after the course are provided by Roy Matheson, ADAC.
An area of concern for employers and staffing agencies is asking individuals disability-related questions while attempting to stay in compliance with ADA Title 1. The same concern exists when a medical examination (post-offer testing, physician examination, or...
Obesity is an ever-present issue in post-offer employment testing, analysis of direct threat to self or others, and management of a request for reasonable accommodation. A critical strategy for avoiding an inadvertent adverse employment action is to be clear about...
Charges of discrimination in employment have driven a high number of EEOC actions this year. Join me on March 28th to look at one such charge which was triggered by the gender of individuals applying employment. According to the EEOC's lawsuit, since at least January...
The September 2018, denial of a request for summary judgment in Ammons v. Chicago Board of Education makes clear the value of a current job survey when dealing with an ADA Title I hiring, discipline, or termination action. Indeed, recruitment, selection,...
The ADA Title I Medical Examination Specialist (T1MES) designation recognizes the individual who has acquired the knowledge, skill, experience, training, and education to design and administer a medical examination as defined in 42 U.S. Code § 12112 – Discrimination (d) medical examinations and inquiries.
Seattle Dealership's $5,000,000 Lesson - Blog #70 The October federal court settlement in a Seattle case presents another ‘go-giver’ opportunity for ergonomic evaluators, occupational therapists, and physical therapists. What Makes this a Go-Giver Moment? A...
A staffing agency violated federal law by refusing to offer employment at a production facility to a candidate agency perceived as having a disability according to a new federal lawsuit.
Staffing Agency Faces Federal Charges Under ADA Title I - Blog #69 Reasonable Accommodation for the Hiring Process Perceived WORK-RELATED Disability Regarded As Agency Administered Employment Test Deemed "Too Slow" Unknown Physical Demands of the Essential Function in...
This $55,000 settlement reminds reasonable accommodation program managers of the need to sign-off on pending adverse employment decisions initiated by line supervisors.
