Are your ADA legislation schemes in compliance?

Maximizing the employment opportunities for individuals with disabilities is the key to any implementation program. The process for doing this may not be smooth enough and also can require a high budget. The talents, expertise, and resources in your organization can be used.  Finding out agencies in the community that have additional expertise and are ready to help can be a solution regarding this problem, as well.


Read, read, and read is the only way to know the ADA legislation, as it is very comprehensive. Reading not only involves the regulations and the technical assistance manual provided by the EEOC, but it also includeshandbooks, articles, training guides, etc. Mere case studies sometimes may not help you to come out with a solution you need to know your target or goal.  Knowing the basic background information will make it easier to make knowledgeable and fruitful decisions.
Gaining thesecurity and support from the top officials is much needed for your success. The best way to convince employers to push for ADA compliance is to make them understand that ADA is not only legally required for covered employers and a good business decision, but the "right thing to do" ethically and morally.
An ADA Coordinator can be appointed to develop and implement the organizational program. However, it is not mandatory, but will be helpful for a better prospect and image building of your organization. The employees then can have proper guidance from their workplace itself without taking the problem outside and discussing with a third party. The employment policies and procedures must be scrutinized carefully. You must follow the published BNA (Bureau of National Affairs) norms.  Theyhave put forward certain questions to keep in mind before preparing your policies, they are:

• Are your application forms in compliance? 
• Will you invite applicants to request reasonable accommodations? 
• Is your employment office accessible to individuals with disabilities?
  
  
  • Do your interviewers know what and when they can and can't ask?
  • Do you require drug testing? 
  • Do your supervisors know what to do when reviewing performance issues for all individuals including those who may have a disability? 
  • What is the approach a supervisor should take if he/she does not know the individual may have a disability?
  • Are your benefits programs (medical, hospital, accidental, life insurance, retirement, etc.) in compliance?
  • What about Workers' Compensation? 
  • Are lunchrooms, lounges, bathrooms,etc. accessible to all employees?
  • Are your business's social and recreation activities made accessible to all employees? 
  • Are all your program offerings accessible to all employees?

The assessment program must be prepared, keeping mind the following:

• What are our past deeds?
• What are we doing now?
• What shall we do in the future?
• Training plays a key role in this process.

All these things raise the need of a strong workforce to do the work effectively to avoid any problem later that might ruin your reputation.