PEOPLE: Management Take the Right Steps to Accommodate Employees With Disabilities By Staff Monday, October 6, 2014 10:45 AM NEW YORK—As the workforce ages and people working with some kind of disability are on the rise, companies will need to be attentive in making accommodations for certain workers, according to a white paper from The Standard. Nearly a quarter of employers do not know how to handle disability absences and how to make adjustments when a person with a disability comes back to work, the Portland, Oregon-based financial services provider found. As well, only 37 percent of companies surveyed have worked with a disability insurance carrier to come up with solutions. In 2008, the Americans with Disabilities Act Amendments Act changed the way companies focus on disabilities. Instead of determining whether a worker’s condition fit the original definition of a disability in the Americans with Disabilities Act, employers now need to make reasonable adjustments to support workers with disabilities when they return to their jobs. “The law has a very complicated web of regulations that make it difficult for many employers to navigate,” said Alex Dumont, assistant vice president of product marketing at The Standard. In its white paper, “Accommodate, Don’t Terminate: Best Employer Practices for ADAAA Compliance,” The Standard outlines five mistakes employers need to avoid: • Strictly enforcing policies. Rather, understand that every situation is unique and should be fully understood before applying the law. • Assuming adjustments will be expensive. Always look at every option and alternative, seeking to reasonably accommodate any individual with a disability, and not avoiding the accommodation due to cost. • Not looking for creative solutions. While you may have a number of possible alternatives in mind, take time to seek the expertise of your counsel or a trusted HR advisor. • Devaluing the benefits of an older workforce. Disabilities affect people of all ages, not just older workers exclusively. • Not getting help. When in doubt on any situation that you cannot find a thoughtful and lawful accommodation, do seek the help of an outside advisory, whether legal or HR. Hedley Lawson, Contributing Editor Managing Partner Aligned Growth Partners, LLC 707-217-0979 hlawson@alignedgrowth.com www.alignedgrowth.com