• Skip to primary navigation
  • Skip to main content
  • Skip to primary sidebar

InFront on the Workforce

Long-term and post-acute care publication

Subscribe | Events | Advertise | Contact Us

  • Facebook
  • LinkedIn
  • Twitter

  • HOME
  • ABOUT
    • Who We Are & What We Do
    • The Vision
    • Readership
  • RESOURCES
    • Important Links
  • Retention & Engagement
  • Culture & Leadership
  • Regulatory
  • Technology
  • Industry Trends

(7/24) Invisible Disabilities Top of Mind for Employers Amid Return to Work

By Joanne Kaldy / July 24, 2020

July 26 is the 30th anniversary of the Americans with Disabilities Act (ADA), which has required employers to provide reasonable accommodations for employees with disabilities. It is important to understand that “invisible” disabilities are covered by the ADA and must be addressed by employers. Invisible disabilities include conditions such as diabetes, chronic fatigue, post-traumatic stress disorder, and back problems.

Here are some ways to protect these employees, particularly during a pandemic:

  • Employees with these disabilities may be at high risk of contracting COVID-19. The employer must determine how to keep these workers safe, such as allowing them to work from home or bring emotional support animals to the office. At the same time, accommodations such as the use of plexiglass barriers and private bathrooms might be helpful.
  • Employers are not required under ADA to invite accommodation requests, but they must respond to any accommodation request they receive. However, being proactive can prevent problems down the road.
  • Train managers and supervisors about how to handle requests for accommodations.
  • As part of a COVID-19 return-to-work strategy, clearly define what an “essential worker” is and how much an employee’s productivity relies on accessing resource only available in the office.
  • Consider what impact a return to the office versus continued remote work might have on employees’ mental health.

Read the full article.

 

Related Posts

  • (5/6) Most Employers Still Working on Return-to-Work Plan, Survey Finds
  • (FEATURED BRIEF) Managers Say They Work Hard, But Direct Reports Disagree
  • (6/13) Celebrate Father’s Day at Work
  • (6/11) Study: Employers Still Fail to Prioritize Candidates with Disabilities in Talent Strategies
  • (7/15) Employers See Opportunities Borne of the Coronavirus

Categories: HR Industry Brief /

Primary Sidebar

AROUND THE WEB

Items of interest from across the web.

  • As More States Are Legalizing Marijuana, How Should Employers Respond – HR Executive
  • Giving Thanks for Senior Living Employees, Leaders — McKnights
  • 22 States Petition CMS to End Mandate As 76% of SNF Staff Behind on Vaccines – Skilled Nursing News
  • 6 Ways to Re-energize a Depleted Team – Harvard Business Review
  • 7 Ways to Lift Up the Employees’ Morale Ahead of Holiday Season — Entrepreneur
  • Workforce, Financial Relief Focus in ‘Tumultuous Period’ After Midterms: Argentum – McKnights
  • 6 Steps to Creating More Inclusive Job Descriptions – HR Morning
  • Mental Wellbeing and Resilience: Tech + Culture to the Rescue – HR Daily Advisor
  • Employers Have ‘Flexibility Fatigue.’ But That Could Put Them on the Wrong Side of the ADA. – HR Dive(11/16) Employers Must Push Preventive Care to Inflation-Worried Staff – TLNT

View All

CONTACT INFO

Publisher: CC Andrews
440.638.6990
Editor: Joanne Kaldy

PO Box 360727
Cleveland, OH 44136

CATEGORIES

  • CULTURE & LEADERSHIP
  • RETENTION & ENGAGEMENT
  • REGULATORY
  • TECHNOLOGY
  • TRENDS IN THE INDUSTRY

Copyright © 2023 - InFrontWorkforce.com. All rights reserved.