With the 2008 enactment of the ADA Amendments Act (ADAAA) to include a broad range of disabilities, most leaves of absence — or Family Medical Leave Act (FMLA) cases — need to be scrutinized for ADAAA compliance. While many employers think their obligations end after FMLA protection has been satisfied, ADAAA regulations may extend an employer’s obligations.
Athena Gray was a member of The Standard’s human resources team from 2011 to 2013. During her time with The Standard, Athena partnered with on-site consultants from the Workplace Possibilities™ program to help keep employees at work or get them back to work faster in the event of an absence or disability.
In her free time, Athena enjoys making her own healthy, smoked foods, such as salmon, chicken and salsa. She also spends time perfecting her golf swing, toting around her two dogs — a Chihuahua and party poodle — and designing digital scrapbooks.
Posts by Athena Gray
To think some of the scents we smell every day — perfume, soap or lunch food — could be overwhelming enough to physically disable a person might sound unbelievable. For one employee with extreme allergies caused by fragrance sensitivity, it was a very real, burdensome issue. She began to have severe reactions, which began to limit her ability to perform on the job and increase her absences. Some creative thinking from our Workplace Possibilities on-site consultant, along with suitable accommodations, steered her situation into a positive direction. See more of this story in my video below.