Ensuring compliance with the Americans with Disabilities Act (ADA) is an essential responsibility for U.S. employers, yet the process of managing reasonable accommodations often has complexities. At SHRM25, the session “You Get an Accommodation and You Get an Accommodation! It’s 2025 But Should the “Oprah” Approach Apply? ” will explore these challenges and provide attendees with strategies to address common issues.
This session, to be held Wednesday, July 2, from 7:30 a.m. to 8:30 a.m. PT at the San Diego Convention Center, will be led by LaKisha M. Kinsey-Sallis, an attorney with Fisher Phillips in Tampa, Fla.
Kinsey-Sallis recently spoke with SHRM about her upcoming session and the ADA’s accommodation obligation.
SHRM: What, briefly, is the ADA’s reasonable accommodation requirement?
Kinsey-Sallis: In a nutshell, the ADA requires employers to provide reasonable accommodations to employees with disabilities that will allow those workers to perform their job’s essential functions, unless doing so would pose an undue hardship. Key components to the ADA accommodations process are: 1) recognizing when an employee may need an accommodation, 2) engaging in the interactive process when a need for an accommodation is known, 3) understanding the do’s and don’ts in handling accommodation requests, 4) documenting actions taken and decisions made during the process, and 5) knowing when to partner with legal counsel when presented with complex requests or when you believe an undue...
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