Video

  • 8 minutes

Confidentiality and Discrimination Under the ADA - Odor Issues and Other Uncomfortable Employee Conversations

 
Under the ADA you are allowed to tell supervisors and managers about disability-related issues and accommodations on a need to know basis. You should provide what they need to know and limit the information. Other co-workers should not be part of the conversation. If co-workers ask about the accommodation the EEOCs suggests you say something general such as “We help employees that encounter difficulties in the workplace. If you have any issues, please let us know.” You could also provide training of the ADA, FMLA so that employees can be on the lookout for accommodations.

In this video our speakers, Linda Carter Batiste, J.D. and Beth Loy, Ph.D., discusses monitoring accommodations and keeping the lines of communication open. Check in with the employee periodically but do not ask for updated medical documentation unless warranted.

Linda Carter Batiste, J.D. is a principal consultant with the Job Accommodation Network and is a member of the management team. She specializes in the Americans with Disabilities Act and other disability related legislation.

Beth Loy, Ph.D. is a principal consultant with the Job Accommodation Network and serves on the management team. She is also a national researcher and speaker in the disability field.
Runtime: 7 minutes

Faculty

Beth Loy, Ph.D.

Beth Loy, Ph.D.

Job Accomodation Network

Agenda

Faculty

Beth Loy, Ph.D.

Beth Loy, Ph.D.

Job Accomodation Network

  • Principal consultant with the Job Accommodation Network (JAN) since 1996
  • Serves on JAN's management team and is a national researcher and speaker in the disability field
  • Member of RESNA and HTML Writers Guild
  • Holds certificates in Grantsmanship, Web Technologies, and Web Graphics/Multimedia
  • Ph.D. degree in resource economics, West Virginia University

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