Top 10 employer mistakes in accommodating disabled employees

September 17, 2017 1 COMMENTS

by Matthew A. Goodin

Even experienced HR professionals have a difficult time with requests for reasonable accommodation from disabled employees. This process is even trickier if the employee needs a leave of absence as an accommodation because of the intersection of different laws that govern leaves of absence. Below are some of the most common mistakes employers make when accommodating employees with disabilities. Recognizing and avoiding these mistakes will go a long way toward preventing unwanted litigation.    TOP 10. Rainbow splash paint

1. Not having adequate job descriptions

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Solid job descriptions can ease ADA worries

February 15, 2015 1 COMMENTS

Good job descriptions are vital in keeping employers and employees on the same page, but they take on added importance when an employee with a disability needs help being productive. And for employers facing disability discrimination claims, job descriptions that clearly outline the essential and nonessential functions of the job can be crucial.  Job Description

Although the federal Americans with Disabilities Act (ADA) doesn’t require employers to have written job descriptions, they are practical, according to Mary Topliff, a San Francisco attorney specializing in employment law, counseling, training, and compliance. She gave employers tips on job descriptions during a recent Business & Legal Resources webinar and emphasized the importance of carefully considering how the ADA affects job descriptions.

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