OUT OF EVERY 6 AMERICANS HAS A DISABILITY, BUT A DISABILITY DOESN'T
MEAN NO ABILITY.
The Federal Americans with Disabilities Act makes it illegal to
discriminate against people with disabilities. As an employer,
you are required to judge disabled candidates by their qualifications
when recruiting, hiring, making promotions, or assigning tasks.
Employers must offer those with disabilities the same training,
pay and benefits that other employees in the same positions receive.
What would YOU do?
You place an ad for employment in the newspaper stating that applications for
a position will be taken on Friday between 8am - 12pm.
A candidate calls and asks if she can submit an application on
Saturday instead of Friday due to a regularly scheduled physical
therapy session AND inquires as to whether or not the personnel
office is wheel chair accessible.
Right or Wrong?
An employee who has cancer asks for extended leave which is far beyond your
company’s formal leave policy time-off allowance.
You hold firmly to your company’s formal leave policy guidelines and
deny the employee’s request for the extra extension.
Equal Opportunity ~ Reasonable Accommodations ~ Public
- Hearing Impairments
- Visual Impairments
- Speech Impairments
- Limited or no use of limbs
- Mental Retardation
- Learning Disabilities
- Aids or HIV
It’s Not Only Your Responsibility, It’s The
Barriers to employment, transportation, public accommodations,
public services, and telecommunications have imposed staggering
economic and social costs on American society and have undermined
the government’s well-intentioned efforts to educate, rehabilitate,
and employ individuals with disabilities. By breaking down these
barriers, the ADA will enable society to benefit from the skills
and talents of individuals with disabilities. This will allow all
of us to gain from their increased buying power and the ability
to use it and will ultimately lead to fuller, more productive lives
for all Americans.
Don’t forget what the ADA considers “Readily Achievable”
- Install Ramps
- Reposition Shelving
- Reposition Phones
- Flashing Alarms
- Raised Toilets
- Grab Bars in Stalls
- Vehicle Hand Controls
- Full Length Mirrors
- Increased Stall Size
- Alternate Entrances
- Insulated Pipes
- Paper Cup Dispensers
- Curb Cuts
- Raised Markings
- Widened Doorways
- Door Hardware
- Paddle Handles
- Reposition Dispensers
- Wide Hinges on Doors
- Rearrange Furniture
ADA COMPLIANCE CHECK
INSPECTION AND REVIEW: This comprehensive
audit and discovery interview will help you to recognize and evaluate
areas of non-compliance.
INVESTIGATION & ADMINISTRATIVE ANALYSIS: Examines
your current administrative process for interviewing, hiring, pre-employment
testing and documenting all employees throughout the work cycle.
Forms will be provided in an administrative kit to serve as a permanent
record of procedures.
IMPLEMENTATION & TRAINING: The “How
To” on integrating successful employment practices, in relation
to ADA, into your company’s daily operations. A completion
timeline that is suitable to your individual schedule and priorities
will be established. This will clearly assign responsibilities
to participants, establish training due dates and demonstrate how
involved we will be in the process.
MONITORING AND FOLLOW UP: We
will continue to assist you in maintaining compliance with periodic
reviews and informative updates. We will keep you informed by providing
up-to-date amendments and case studies applicable to laws concerning
the American Disabilities Act.
Compliance Check is a Registered Trademark of DRB Ventures, LLC.
All Rights Reserved.
CALL your Spetner Associates, Inc. Specialist to help YOU be ADA
8630 Delmar Blvd., Suite 100
St. Louis, MO 63124
Spetner Associates, Inc.