Blog Posts: ADA Training
In 2009, Michelle Duprey went to a Bruce Springsteen concert expecting to see The Boss in action. Instead, she spent most of the three-hour concert "looking at the back of two young guys in front of me." When she tried to get a better view at the top of the aisle, "arena employees told me to move because I was causing a fire hazard," she recently told the Connecticut Law Tribune.
The requirements of the Americans with Disabilities Act (ADA) and the ADA Amendments Act of 2008 (ADAAA) can be far-reaching and present challenges to employers who seek to comply with them. In assessing each unique circumstance and providing accommodations to employees, employers may find the following tips helpful:
The Equal Employment Opportunity Commission (EEOC) has issued new guidance on how the Americans with Disabilities Act (ADA) applies to employees with cancer, diabetes, epilepsy, and intellectual disabilities. The revised materials explain what employees with these conditions must show to establish they have a disability and how employers should handle such situations. Specifically, each guide discusses the implications of harassing and/or discriminating against employees with these particular disabilities, when employers may use and disclose medical information relating to these disabilities, and how employers can accommodate employees with these disabilities.
The primary purposes of the Americans with Disabilities Act (ADA) are to improve the working relationship between employers and those employees who have disabilities and to eliminate discriminatory behavior toward employees with disabilities. The ADA covers the entire employment experience, from the hiring stage to on-the-job expectations and opportunities for promotion, as well as benefits and compensation.