A federal law prohibiting discrimination against qualified individuals with disabilities and requiring reasonable accommodations.
The ADA (1990, amended 2008) prohibits discrimination on the basis of disability and requires employers with 15+ employees to provide reasonable accommodations to qualified individuals with disabilities — unless doing so would cause undue hardship. Accommodations might include modified work schedules, accessible equipment, modified duties, or leave time.
The interactive process for accommodations is procedurally heavy — quality PEOs include ADA accommodation support as part of their HR advisor service.
A federal law prohibiting discrimination against qualified individuals with disabilities and requiring reasonable accommodations.
The ADA (1990, amended 2008) prohibits discrimination on the basis of disability and requires employers with 15+ employees to provide reasonable accommodations to qualified individuals with disabilities — unless doing so would cause undue hardship.
Most PEO buying decisions touch several related concepts at once. Americans with Disabilities Act (ADA) typically comes up alongside the other terms in this category. Closely related terms include Family and Medical Leave Act (FMLA), Employment Practices Liability Insurance (EPLI).
This is one entry from our PEO glossary covering payroll, benefits, workers comp, HR compliance, and PEO mechanics. Browse all terms.
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