678-366-3959
678-366-3959
The Americans with Disabilities Act, or "ADA", prohibits discrimination in recruitment, hiring, training, promotions, pay, social activities, and other privileges of employment. The ADA also restricts questions that can be asked about an individual's disability and requires employers to make certain "reasonable accommodations".
The ADA is applicable to employers with 15 or more employees. These employers are required to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others.
As a human resources representative and benefits professional, navigating the specifics of the ADA and the EEOC guidance documents can be daunting and time-consuming.
About The CourseOur ADA Training & Certification Program covers these specifics in detail and provides numerous suggestions for providing "reasonable accommodation" and avoiding ADA violations. The Program also reviews how to integrate ADA compliance with other applicable laws such as the Family Medical Leave Act (FMLA).
You can test to earn a "Certified ADA Administrator" designation upon completion of the Program. This Program also qualifies for eight hours of SHRM and HRCI re-certification credits!
The Program's easy-to-learn design has numerous tips, examples, and procedural recommendations that are interspersed with interactive Q and A sessions so that you are confident that you are learning and in where your strengths and weaknesses lie. It's "Bookmark" feature also lets you learn at your own pace, and gives you the ability to review previously completed material.
Besides the basics, you'll also learn how to:
Organizations enrolling three or more individuals also receive our Management Interface at no cost. This interface lets managers view employee progress, test scores, and any incorrectly answered test questions - great for remedial training!
The Americans with Disabilities Act, or ADA, was enacted to remedy discrimination against people with disabilities in employment, public services, public accommodations, transportation, and telecommunications. There are five sections or "titles" to the ADA:
Title I of the ADA requires employers with 15 or more employees to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others.
Title II of the ADA covers all activities of State and local governments regardless of the government entity's size or receipt of Federal funding. Title II requires that State and local governments give people with disabilities an equal opportunity to benefit from all of their programs, services, and activities (public education, employment, transportation, recreation, health care, social services, courts, voting, and town meetings).
Title III of the ADA covers businesses and nonprofit service providers that are public accommodations, privately operated entities offering certain types of courses and examinations, privately operated transportation, and commercial facilities.
Title IV addresses telephone and television access for people with hearing and speech disabilities. It requires common carriers (telephone companies) to establish interstate and intrastate telecommunications relay services (TRS) 24 hours a day, 7 days a week.
ADA requirements apply to employers with 15 or more employees on 20 or more calendar work weeks in the current or preceding year. ADA requirements ensure that employers covered by the ADA have to make sure those individuals with disabilities have an equal opportunity to apply for jobs and to work in jobs for which they are qualified.
A key, and often misunderstood ADA requirement is that employers must make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant or employee with a disability, unless such an employer can demonstrate that the accommodation would impose an undue hardship on the operation of its business.
Additionally, harassing someone because of a disability is a violation of the ADA just as harassing someone because of race, sex, religion, or national origin is a violation of the Civil Rights Act. Further, it is a violation of the ADA to retaliate against an individual because he/she has have filed a complaint, or participated in the complaint process, with regards to the ADA.
Like most federal employment laws, ADA employer guidelines are very strict, so employers should make sure that they have a good ADA training program. Your ADA training class should include:
Don't wait; get your ADA training now with our ADA Training & Certification Program!
Who Should Use The ADA Training & Certification Program?The ADA Training & Certification Program is ideal for human resources professionals and HR managers who handle day-to-day ADA administration.
It is also good for Third Party Administrators, HR Managers, or CFOs who seek satisfaction knowing that their administrators are properly trained and up to date on ADA issues. Last, individuals looking to add value to their job experience can earn the valued "Certified ADA Administrator" designation.
Excerpts From Our ADA Training & Certification Program Below are a couple of samples from our ADA course. Simply click the applicable link to get an overview of the training or, for a larger view, click here to see the complete list of covered topics.
Get instant answers for your ADA questions - as well as all your ADA-required forms and notices - with our searchable ADA Procedures Manual.
Available as an online resource so that you always have the most up-to-date version, this package includes all ADA-required forms, notices, and recommended procedures, and is easily accessible from either the Table of Contents or the links throughout the Manual.
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