July 16, 2018 by
Interested stakeholders in any workers’ compensation program need to be aware of the many issues when it comes to running an effective program. One of those includes being aware of how the American with Disabilities Act (ADA) impacts their program and post-injury efforts to return an employee to work. Failure to do so can result in fines, penalties and lack of good will. Now is the time to pay attention and prepare.
What is the American with Disabilities Act?
The ADA was passed was signed into law in 1990 as an amendment to the Civil Rights Act of 1964. The law prohibits certain discriminatory practices based on an individual’s disability. The law was amended one most recently in 2008, when President George W. Bush signed amendments to the law that expanded the scope of the ADA to include additional areas of coverage.
Important matters to consider in the context of workers’ compensation claims include the following:
- Disability: This is defined by the statute to include “a physical or mental impairment that substantially limits one or more of the major life activities;” and
- Qualified Individual with a Disability: The ADA only applies to an “individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position.”