Managing Employees With Disabilities
In the U.S., it’s important, as a manager, to be aware of the Americans with Disabilities Act. Employees may have obvious and not so obvious disabilities and the law states you can’t discriminate against them. In fact, you may be challenged to come up with reasonable solutions for disabled workers to perform the essential functions of their jobs.
“7 Hidden Traps in Managing Workers with Disabilities, and Dealing with the ADA” by Steve Bruce on HRDailyAdvisor.blr.com. The post provides examples of issues that may arise in managing employees with disabilities and handling them.
Dealing with employees with disabilities presents many traps for unwary employers, says Nancy Cooper, given the complexities of the Americans with Disabilities Act (ADA). In these cases, she says, being forewarned is forearmed.
Disability is defined by the ADA as “…a physical or mental impairment that substantially limits a major life activity.” The law doesn’t say you have to give them special treatment, rather you need to treat them equally. Can they perform the essential functions of the job, with or without reasonable adjustments.
Do you now work with individuals who have disabilities and, if so, how knowledgeable are you regarding the ADA?
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