There are no specific policies or procedures that employers must follow when trying to accommodate an employee with a disability.
However, employers may want to develop formal policies and procedures for several reasons.
Revised ADA Standards for Accessible Design (2010 Standards) were issued on September 15, 2010 and went into effect on March 15, 2012. In the broadest sense, it requires that state and local governments be accessible to people with disabilities.
Accessibility is not just physical access, such as adding a ramp where steps exist.
Are there any eligibility requirements that tend to screen out people with disabilities (such as requiring people to show or have a driver’s license when driving is not required)? Bush at the signing of the Americans with Disabilities Act of 1990, reprinted at The Legal Landscape Before looking at the individual parts of the ADA, it’s best to look at the whole picture.
Before you begin your accessibility audit, you need to understand the answers to several basic questions. Having an overview of the laws, regulations, and other legal requirements helps to put everything in context.
You’ll find answers to your FLSA compliance questions, plus detailed guidance to help you manage requirements and keep your costs under control during this transition.The Accommodation and Compliance Series is a starting point in the accommodation process and may not address every situation.Accommodations should be made on a case by case basis, considering each employee's individual limitations and accommodation needs.Employers are encouraged to contact JAN to discuss specific situations in more detail.For information on assistive technology and other accommodation ideas, visit JAN's Searchable Online Accommodation Resource (SOAR) at JAN.org/soar.
Do employers have any obligation to provide temporary accommodations while researching an employee's accommodation request?