Employer Tutorial Chapter 9:

1. Help is available.

Several agencies are charged with providing free and anonymous technical assistance for your legal questions about disability and employment. Here are some agencies to contact for help:

  • The National ADA Network Regional Centers (1-800-949-4232)
  • The Equal Employment Opportunity Commission (1-800-669-4000)
  • The Job Accommodation Network (1-800-526-7234)


2. Don’t leave ADA knowledge in the HR department.

Managers and supervisors are key players, often making the important decisions in hiring, accommodating, promoting and terminating employees with disabilities. How knowledgeable are they about legal compliance with the ADA? Do they know where to turn if they are in doubt about the legality of a decision?


3. Stay updated; change could be on the way.

The ADA, as well as state laws, can be subject to change. For example, the ADA Amendments Act resulted in new regulations that changed the way businesses should think about the ADA. Use the resources listed above for updates.


4. Have you heard about mediation?

Mediation is a viable option in many situations where there is a disagreement about any aspect of employment for people with disabilities. Mediation may be preferable for many reasons: the parties retain some control over the process and decisions; it can avert a costly and lengthy lawsuit; and it tends to build trust and connection rather than place the parties in an adversarial position. To find out more, go to a brief on mediation at the Employment & Disability Institute at Cornell University (http://www.eeoc.gov/eeoc/mediation/ada-parties.cfm).