Last year the EEOC (Equal Employment Opportunity Commission) collected over $100 million in fines for disability violations, and recent legislative changes have increased the burdens on employers to accommodate disabilities in the workplace. Every business knows it must treat disabled employees the same as others and certainly everyone has heard that "reasonable accommodation" must be made when requested. The line blurs when an employee actually walks in and request changes in the workplace. Then the questions arise as to whether the employee has a "disability" covered by the ADA and ADAA and if so, what "reasonable" accommodations the employer must make.
The same is true in the academic setting when dealing with students. The Office of Civil Rights within the US Department of Education protects the rights of students with disabilities to reasonable accommodation on campus. This includes physical accommodations in residence halls, classrooms, and other campus buildings, as well as non-physical accommodations such as additional test-taking time, adaptive aids, and other measures. Disability accommodation is a complex, fact-dependent issue that requires expert analysis. Don't let yourself or your institution look uneducated about disability accommodation in the eyes of regulators, courts, your customers, and the public.
Edmond Murray can help you educate and train your supervisory, human resources and disability staff on Disability Support & Accommodations and can help you put a streamlined process in place to swiftly deal with request for accommodations.
Call us now to schedule a consultation at 1-602-842-2362.
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