Americans with Disabilities Act: Business Connection

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adaline[1] ADA Information Line

Phone 1-800-514-0301. Businesses can talk with ADA specialists to obtain answers to specific ADA questions during business hours or can order ADA publications in print and alternate formats 24 hours a day.

ADA Guide for Small Businesses

Online ADA course for businesses: ‘Reaching Out to Customers with Disabilities’

Text of the Americans with Disabilities Act.

The ADA prohibits discrimination and ensures equal opportunity for persons with disabilities in employment, State and local government services, public accommodations, commercial facilities, and transportation.

A clear, practical compliance guide to ADA, written by a psychologist, to help organizations conform to provisions on mental illnesses in the Americans with Disabilities Act.

MDADA_Fielder “Mental Disabilities and the Americans With Disabilities Act: a Concise Compliance Manual for Executives” by John F. Fielder. ISBN: 0899308260 on Amazon.com

Under the Americans with Disabilities Act, organizations that fail to provide reasonable accommodations to employees with mental disabilities may be subject to penalties and punitive damages. The Act does not, however, provide useful guidelines to help organizations comply–a gap that Dr. Fielder’s book now fills. This manual shows that compliance is not difficult or expensive. In clear, concise language, it acquaints management with mental diagnoses, impairments, disabilities, the myths of mental illness and its affect on job performance, and provides samples of workplace accommodations and compliance plans. Practical and readable, the book is intended for management of organizations with 15 or more employees, their human resource staffs and employee assistance professionals, and legal counsel.

American With Disabilities Act (ADA)

It is important legally and as responsible citizens to understand the provisions of the ADA and how they apply to persons with a mental illness. The ADA is a law that was passed by Congress in June 1990. Under this legislation, employers must provide “reasonable accommodation” to an individual’s disability in the workplace.

Some examples of reasonable accommodations, ways in which a person’s job could be made less stressful and help that person deal with his/her illness on the job, are the following:

  • Having more time to learn new job tasks.
  • Knowing that your job would be protected in the event of a rehospitalization.
  • Being able to work in a quieter room during periods of high stress when you are experiencing symptoms.
  • Having a job coach on site to help you during periods of difficulty.
  • Flexible scheduling of work hours.
  • Rearranging job tasks or sharing job duties with co-workers.

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