Your Guide to ADA Reasonable Accommodation Options

Your Guide to ADA Reasonable Accommodation Options

Lawsuits under the Americans with Disabilities Act (ADA) can cost businesses thousands of dollars in damages. That is why employers must be aware of the many aspects of ADA accommodations to avoid liability.

To create an ADA-compliant workplace for your employees, your company will need to know its ADA reasonable accommodation options. Build a better work environment for all your employees today with the below tips from the vocational experts at Solutions Northwest Inc.

What is an ADA Reasonable Accommodation?

Reasonable ADA accommodations is defined by the government as “The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.”

Some examples of ADA accommodations include:

• Flexible work schedules
• Modified workstations
• Modified equipment or devices
• Job coaching and training
• Temporary transfers
• Disability leave services

While these ADA accommodations exist for the employee’s protection, some provisions also protect employers. For example, accommodations under the ADA must be “reasonable.” That means they must not cause undue trouble to an employer. Employers are not liable for the cost of hearing and seeing devices for their employees, for example. Such personal healthcare items are the employee’s responsibility.

Legal Consequences for Not Following ADA Guidelines

The Americans with Disabilities Act (ADA) is a federal law that protects individuals with disabilities from discrimination. Failure to follow these requirements can result in legal consequences for your company.

In fact, you may face steep noncompliance fines per the ADA. Federal law allows fines of up to $75,000 for the first violation and $150,000 for additional ADA violations. Also, you may be liable for damages if your affected employees sue. These include personal injury damages, lost wages, and legal or civil penalties.

Don’t risk these legal and financial burdens. Instead, take proactive steps toward reasonable accommodations.

Related Article: “The Importance of Getting a Personal Injury Vocational Evaluation”

The ADA is a document that changes over time. Most busy business owners have a hard time keeping up with it.

Thus, they open themselves up to liability. So, they ask the question “how do I stay up to date with the ADA and run my business?” We recommend hiring an ADA Accommodations Specialist or an ADA Accommodations Consultant.

Accommodations Specialists are professionals who know how to provide expertise on practical solutions for employers. They also help to ensure you follow ADA guidelines.

These professionals are well-versed and up to date on all aspects of the ADA. They understand workplace accommodations, undue harm, and negotiation strategies.

You can hire an ADA Accommodations Consultant to provide a one-time service or retain one long-term to support your company. Hiring an expert to focus on the details while you focus on running your business is always advisable.

Be Proactive – Make Your Workplace ADA Compliant

Knowing your ADA reasonable accommodation options is important. Not only do you protect yourself from liability, but you also create a welcoming environment for your employees.

If you would like assistance in these matters, contact us today to chat with our ADA Accommodation Experts to see what we can do for you!

At Solutions Northwest Inc., our vocational experts are involved in  ADA Accommodations , personal injury, workers’ compensation, and family law.
Contact us today to make an appointment.

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