Ensuring ADA Compliance For Employers
A business can only run smoothly and profitably if its owners and managers are confident they are not at significant risk of a surprise lawsuit from a current or former employee. One of the most common sources of conflict between companies and their workforces is whether the business is compliant with the federal Americans with Disabilities Act (ADA). This landmark law creates certain obligations that employers throughout the U.S. must meet or risk expensive litigation.
Located in Princeton, Hamilton Law Firm PC advises business owners in New Jersey and Pennsylvania regarding ADA compliance and other employment law matters. Attorney Ayesha Hamilton will tell you what you need to know about the ADA and help you install or amend your company policies to support your employees and keep you as safe from disability discrimination litigation as possible.
Proper Planning To Prevent Future Legal Challenges
Taking steps now to ensure your company is ADA compliant is your best move to head off potential litigation in the years to come. Here are just some of the services Ayesha provides New Jersey businesses:
- Setting up systems for when an employee must go on medical leave or is requesting a disability accommodation
- Writing a company handbook explaining everyone’s rights and obligations under the ADA
- Creating policies for dealing with an employee complaint of noncompliance
She understands that you are busy running your small business. She will answer your questions clearly and honestly and work closely with you to ensure ADA compliance as efficiently as possible.
What Are “Reasonable Accommodations?”
The ADA protects employees with a disability, defined as a physical or mental impairment that substantially limits a major life activity, such as walking, seeing, hearing or breathing. A disabled worker has the right to request reasonable accommodations from their employer if those accommodations will allow the worker to perform the essential functions of their job. Examples of a reasonable accommodation may include providing new or modified work equipment, a modified work schedule or a more accessible workplace, such as by adding a wheelchair ramp.
The employer does not have to provide accommodations deemed unreasonable or accommodate job applicants who do not have the basic requirements for the job.