Blog: ADA
Navigating the requirements of the Americans with Disabilities Act (ADA) can feel complex, but at its core, the law is about ensuring equal opportunity. A central piece of this is providing reasonable accommodations. For many employers and HR professionals, understanding this obligation is the first step toward building a compliant and inclusive workplace. This guide breaks down what a reasonable accommodation is, how to manage the process, and why effective
Conversations about mental health are more open than ever, and this shift is transforming the workplace. As an employer, understanding your responsibilities under the Americans with Disabilities Act (ADA) regarding mental health is no longer optional—it's essential. Navigating requests for mental health accommodations can feel complex, but with the right knowledge and processes, you can support your employees effectively while ensuring legal compliance.
This guide provides a clear,
...Employee complaints under the FMLA or ADA can escalate quickly if not handled correctly. Whether it’s a dispute over leave, accommodation, or retaliation, HR must follow a consistent, well-documented process that protects both the employee and the organization. This guide breaks down the key steps to managing FMLA and ADA complaints — from intake and investigation to resolution — and shows how strong documentation and communication can keep your company compliant and
...The Pregnant Workers Fairness Act (PWFA) and the Americans with Disabilities Act (ADA) both require employers to provide reasonable accommodations—but they apply in different ways. The ADA covers disabilities that substantially limit major life activities, while the PWFA extends those protections to pregnancy-related limitations, even if they don’t qualify as disabilities. Understanding when the PWFA and ADA both apply is key to building compliant, consistent HR policies that protect
...Fitness-for-Duty Testing and the ADA: What Employers Need to Know About Return-to-Work Compliance10/26/2025
When an employee is ready to return to work after a medical leave, employers often face a critical question: Is this individual truly able to perform their job safely and effectively? A fitness-for-duty examination can provide answers, but it also opens a maze of compliance requirements under the Americans with Disabilities Act (ADA).
Missteps in this process can lead to significant legal risks, including claims of discrimination. For HR professionals and managers, understanding
Navigating the Americans with Disabilities Act (ADA) can feel like walking a tightrope. One misstep can lead to significant legal and financial consequences, not to mention damage to employee morale and your company’s reputation. For HR professionals, ADA coordinators, and administrators, maintaining compliance isn’t just a legal obligation—it’s a core function of building a fair, inclusive, and productive workplace.
Many employers make well-intentioned but critical errors that
...Navigating the requirements of the Americans with Disabilities Act (ADA) can feel complex, but at its heart lies a simple, collaborative principle: the interactive process. This conversation between an employer and an employee is the key to identifying and implementing effective reasonable accommodations. Getting it right not only ensures compliance but also fosters a supportive and inclusive workplace where every employee can thrive.
For HR professionals, managers, and ADA
...When multiple leave laws apply to the same employee, HR has to play compliance chess. The FMLA, ADA, and now the PWFA each have distinct rules—but they often overlap in real-world situations. Understanding where these laws intersect helps prevent violations, lawsuits, and employee relations issues. This guide walks you through how to handle overlapping leave laws step by step, so you can coordinate job protection, accommodations, and pay rules without risking compliance
...A job description is more than a hiring tool; it’s a cornerstone of your compliance framework under the Americans with Disabilities Act (ADA). When written correctly, it serves as a clear, objective guide for hiring, managing performance, and engaging in the reasonable accommodation process. When written poorly, it can become a source of legal risk, creating confusion and potential discrimination claims.
For HR professionals, compliance officers, and ADA coordinators, mastering the
...Navigating employee leave and accommodation requests can feel like untangling a complex web of legal requirements. For HR managers, understanding how the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and the Pregnant Workers Fairness Act (PWFA) interact is essential for maintaining compliance. These three laws often overlap, creating scenarios where an employer’s obligations under one law are influenced by another.
This guide provides a practical
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