The Americans with Disabilities Act of 1990 (ADA), as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
In fiscal year 2012, more than 26,300 disability related discrimination charges were filed with the EEOC and state Fair Employment agencies. This number was more than a quarter of all charges filed and resulted in more than $76 million in non-litigated awards. Additionally, according to a study by Thomson Reuters Westlaw (2011 Edition), the average jury award in disability discrimination lawsuits during the period 2004-2010 was $656,718.
In addition to complying with the ADA and the ADA Amendments Act of 2008, which made significant changes to the definition of “disability” under the ADA and directed the EEOC to make changes to ADA related regulations, organizations must also comply with the requirements of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits genetic information discrimination in employment, and Section 503 of the Rehabilitation Act of 1973.
Join Ronald Adler in this audio session that is designed to help organizations provide their management team -- including supervisors and managers -- with the basic tools and actionable information to enhance the value of employees with disabilities and reduce their exposure to disability related discrimination claims.
Areas covered in the session:
Who should attend?
Ronald Adler is the president and CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm that helps organizations create value through human capital risk management. Laurdan specializes in HR audits, employment practices risk management, benchmarking and HR metrics, strategic HR, an... More info