The objective of this course is to expand your professional toolbox as you prepare to contribute to the discussion and resolution of ADA Title I situations experienced by the employers in your current and growing practice. The conversation may include questions about an OSHA 300 Log entry as a trigger for reasonable accommodation coverage of a worker. It may concern a company’s need to document the cost behind a denial of a request for accommodation. New requests for your services will involve your application of accepted risk evaluation tools to survey work tasks that are essential to a job for which the employer intends to institute post-offer testing.
In reality, your contribution to the present-day mechanics of on-the-job safety, hiring, employment testing, and reasonable accommodation is only limited by (1) an employer’s interest in compliance with these topics, and (2) your level of preparation to participate in the discussion. You are currently an ergonomic evaluation resource: an increase in your value to the employer intent on complying with federal employment practices begins with this course.
Course Objectives and Topics
- The OSHA 300 Log and ADA Title I connection
- Essential Function Job Analysis
- The difference between the old federal job analysis process and the new Title I process
- Replacing outdated Department of Labor terminology: Sedentary, Light, Medium, Heavy
- Adding ADA Title I terminology to your reports
- Essential function v. marginal function: it’s not the lifting or carrying
- Writing essential function statements: what you need to know
- The Essential Function Job Analysis Report
- Reasonable Accommodation
- Quantifying undue hardship through design analysis
- Quantifying the “reasonable” in “Reasonable Accommodation”
- Using ergonomic tools to assess failed or unsafe reasonable accommodation solutions
- “Failure to Accommodate” – your role as a key player in avoiding costly fines and settlements
- Who doesn’t qualify for reasonable accommodation?
- Direct Threat
- What is it?
- Your role in resolving a claim of direct threat
- Using ergonomic measures to quantify and document “Direct Threat”
- Contributing to your company’s “Safe for Testing” policies and procedures
- Who is a “Qualified Individual?”
- The four phases of employment: YOU must know the difference