In recognition of National Disability Employment Awareness Month, York shares five things you should know about Disability and the ADA.

1. Five things you should know about
Disability and the ADA
BE
KNOWLEDGEABLE
National Disability Employment
Awareness Month

2. FIVE THINGS YOU
SHOULD KNOW
01
02
03
04
05
What’s a disability?
What are employers responsible for under the ADA?
What’s a reasonable accommodation?
What’s undue hardship?
What happens when an employee requests an accommodation?

3. WHAT IS A
DISABILITY?
Disability under the ADA means a person can show that he/she
has a physical or mental condition (even one that’s temporary)
that inhibits a major life activity. A person may also show that he
or she has a history of a disability or chronic condition that may
require an accommodation.

4. WHAT ARE EMPLOYERS
RESPONSIBLE FOR
UNDER THE ADA?
An employer must provide
reasonable accommodation to
an employee or job applicant
with a disability, unless doing so
would cause significant difficulty
or expense to an employer.

5. A reasonable accommodation is any change in the work environment to
help a person with a disability apply for a job, perform the duties of a job or
enjoy the benefits or privileges of employment. Reasonable
accommodations include:
WHAT’S A REASONABLE
ACCOMMODATION?
Changes to the physical
setup of the workplace
Providing assistive devices
such as specialized equipment
Providing a change in
the employee’s schedule
Leave as an accommodation

6. WHAT’S UNDUE
HARDSHIP?
An undue hardship means the accommodation would be
either too expensive to provide or could cause an
interruption in business productivity. An employer does not
have to provide an accommodation if the request would
cause undue hardship to the employer. The employer may
provide alternate solutions to what the employee requests.

7. WHAT HAPPENS WHEN AN
EMPLOYEE REQUESTS AN
ACCOMMODATION?
An employee may not directly say he/she needs an
accommodation. Train HR and management staff to identify when an
employee may be asking for one. Begin the “interactive process”
with the employee to identify the most appropriate accommodation
for the situation. Document all conversations you have with the
employee, including the date and any actions the employee needs
to take. The employee may need to provide medical proof of the
disability and medical opinion of the accommodation.

8. HOW CAN
YORK HELP?
York’s absence management team administers and tracks claims for
disability benefits and associated accommodations under the ADA.
Our clinical staff and case managers work with the employee and
the physician directly to obtain required medical information,
accommodation requested and provide recommendations back to
you for final approval and implementation. If leave is provided as an
accommodation, we can also track time. We house the records as
well as outcomes to ensure you’re compliant with the ADA laws.

9. LET’S TALK
Learn how our absence
management team can help you.
absence@yorkrsg.com
1.888.436.9530
WE’RE ALL IN