ADA Compliance In Job Descriptions: What HR Needs To Know

Since the passing of the ADA Amendments Act, the definition of disability has certainly broadened. Now, organizations are receiving requests for accommodations such as standing desks and special chairs to potentially excessive amounts of either intermittent or continuous periods of time off from work.

The key to managing ADA accommodations is in having a firm foundation for managerial decision making: specifically, well-written, ADA compliant job descriptions. Unfortunately, many HR professionals are challenged regarding how to define essential job functions, how to write or revise job descriptions, understanding what does - and doesn’t - need to be in descriptions, and how to find the time needed to get it done.

In this informative audio conference, HR Consultant, Natalie Ivey, MBA, SPHR, SHRM-SCP will provide you with a very practical, step-by-step approach to creating effective job descriptions. You will learn the difference between potentially discriminatory language and ADA compliant language that minimizes legal risks.

Additionally, you will receive practical tools, tips, and techniques to help you speed up your process of finally getting much-needed job descriptions completed.
Learning Objectives:

• Identify legal cases and employer “lessons learned” for lack of clarity in job descriptions
  
• Review the difference between essential and non-essential job functions
  
• Examine a poorly written job description and risk factors for claims of discrimination
  
• Identify the key components of a well-written job description
  
• Determine the time involved in creating one job description from scratch
  
• Review a job description design worksheet to identify essential functions
  
• Evaluate other time-saving options for creating and revising job descriptions
  
• Evaluate best practices in distributing new, updated job descriptions