ADA laws are not known to be intuitive, and California disability laws make it even more complex for human resource managers and supervisors to deal with. The best way to protect your organization from the headache of an un-wanted lawsuit is to ensure that all managers and supervisors understand the laws by integrating inclusive policies and offering ADA, ADAA and California disability awareness training.
The Americans with Disabilities Act (ADA) was first introduced in 1990 with a limited list of disabilities included under its blanket of influence. The former strict disability classification process led numerous ADA cases to be thrown out; many disabled individuals were left with no options for getting accommodations in the workplace. The ADA Amendments Act (ADAA) expands the ADA to include a larger group of people in its legal scope by broadening the term “disabled”, and expanding the list of “major life activities” that persons with disabilities might need accommodations to perform today.
Disability awareness training is crucial to include along with harassment training in order to prevent EEOC claims and to ensure an inclusive, harassment-free workplace environment. Supervisors have a limited time to act on an employee’s request for reasonable accommodations before it becomes a federal and California law violation. Training on ADA and California disability laws should be implemented beforehand for supervisors to know how to recognize a request, and the steps to take when they receive one.
This means that California supervisors must comprehend key disability law topics such as:
In order to avoid the legal liability that can arise when a disability request is mishandled, disability awareness training in California should include; ADA, ADAA, the Unruh Civil Rights Act, and the California Fair Employment and Housing Act. Workplace Answers’ online course offers comprehensive training on all of these laws along with interactive functionality.
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