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.
The Americans with Disabilities Act (ADA) applies to employers with 15 employees or more. However, some state laws could apply to even smaller employers. Understanding the ADA can be difficult, especially after it was significantly amended effective Jan. 1, 2009. A lot of information is covered. Not surprisingly there is more to know than can fit in this blog post! But after I looked over some of the recently released regulations, I did spot some key takeaways and thought I’d share them here.
In the first part of this series on solutions for small employers, we explored the importance of staying connected and offering help to your employees during basic disability situations. But what should small businesses do when the situation gets more complex?
Often, complexity stems from the lack of information or conflicting information around what accommodations an employee needs to be successful in the workplace. There are several simple solutions to this problem.