Section 1: ADA Compliance Policies and Documentation

• Review and update the organization's ADA policy to ensure it reflects current legal requirements.

• Maintain records of ADA policies and procedures, including any revisions and updates.

• Ensure ADA policies are communicated to all employees and new hires during orientation.

• Document all accommodation requests and their resolutions.

Section 2: Accessibility of Facilities and Workspaces

• Regularly assess the physical accessibility of the workplace to ensure compliance with ADA standards.

•   Provide accessible parking spaces with appropriate signage and markings.

•   Ensure that entrances, exits, and common areas are accessible to employees with disabilities.

•  Install ramps, handrails, and elevator access where necessary.

• Make restroom facilities accessible and well-maintained.

• Ensure that workstations and meeting spaces are adjustable or adaptable to accommodate employees with disabilities.

Section 3: Accommodation Process

• Train HR staff and management on ADA accommodation procedures.

• Establish a clear process for employees to request accommodations.

• Assign responsibility for reviewing accommodation requests and conducting the interactive process.

• Engage in an interactive dialogue with employees requesting accommodations to determine reasonable accommodations.

• Document all interactions and decisions related to accommodation requests.

• Provide reasonable accommodations promptly upon approval.

• Ensure confidentiality of medical and accommodation-related information.

Section 4: Job Descriptions and Qualifications

• Review and update job descriptions to accurately reflect essential job functions.

• Ensure that job qualifications and requirements do not discriminate against individuals with disabilities.

•  Clearly state that the organization provides reasonable accommodations for applicants and employees with disabilities in job postings and descriptions.

Section 5: Training and Awareness

• Provide ADA training to HR staff, managers, and employees to increase awareness and understanding of ADA compliance.

• Train HR and management on how to handle accommodation requests, conduct interactive processes, and prevent discrimination.

• Create awareness campaigns and materials about ADA compliance.

Section 6: Retaliation and Discrimination Prevention

• Establish and communicate a clear anti-retaliation policy for individuals who request ADA accommodations.

• Investigate and address any complaints of discrimination or retaliation promptly.

• Take corrective action if discrimination or retaliation is substantiated.

Section 7: Review and Reporting

• Conduct periodic internal reviews to assess ADA compliance.

• Prepare reports on ADA accommodation requests, resolutions, and compliance efforts.

• Collaborate with legal counsel to ensure ongoing compliance with ADA regulations.

Section 8: Recordkeeping

• Maintain records of accommodation requests, approvals, denials, and resolutions for at least the required retention period.

Section 9: External Resources

• Maintain contact information for external resources, such as legal counsel or disability advocacy groups, for consultation and guidance on ADA compliance.

Section 10: Legal Updates

• Stay informed about changes in ADA regulations and legal requirements and update policies and practices accordingly.