Ada Employment Compliance Guide

Summary

Employees must formally request accommodations under the ADA; verbal disclosure is insufficient. Employers are required to provide reasonable accommodations unless it causes undue hardship. Demotion based on performance without requested accommodations may not be discriminatory, but failure to provide requested accommodations could violate the ADA. Inconsistent treatment among employees might indicate discrimination. Consider formally requesting accommodations, consulting legal counsel, or requesting an HR review if you suspect discrimination.

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Analyze employment ada issue
To analyze the employment ADA issue based on the document provided, here are the key points to consider:
*. Disclosure and Request for Accommodations:
- Employees must formally request accommodations.
- Verbal disclosure is not enough to trigger accommodations.
*. Employer Obligations:
- Employers must provide reasonable accommodations unless it causes undue hardship.
- No obligation if the employee did not request accommodations.
*. Performance and Demotion:
- Demotion based on performance without requested accommodations might not be discriminatory.
- If accommodations were requested and not provided, it may be a violation of ADA.
*. Inconsistent Treatment:
- Different treatment of employees (e.g., training and audit process) could indicate favoritism or discrimination.
*. Possible Actions:
- Formally request accommodations.
- Consult legal counsel.
- Request HR review.
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