Title I of the Americans with Disabilities Act (ADA) prohibits employment discrimination on the basis of a  disability and requires employers to accommodate a qualified individual’s physical or mental impairment in the workplace, unless such accommodation causes an undue hardship. All employers with 15 or more employees are subject to the ADA as enforced by the U.S. Equal Employment Opportunity Commission (EEOC).

In March 2011, the EEOC issued final revised ADA regulations that permanently implement the provisions of the ADA Amendments Act of 2008. The final regulations take effect May 24, 2011. Among other provisions, the new regulations expand the definition of “disability” to allow more job applicants and employees than ever before to receive coverage under the law’s protections.

Legal experts expect the changes to result in more reasonable accommodation requests and, potentially, more lawsuits filed by protected individuals. Failure to abide by the provisions of the ADA and the ADAAA can result in penalties and damages up to $50,000 per complaint during an investigation or lawsuit.

To help businesses meet their obligations under the new amendment, adhere to EEOC guidelines, and prevent costly lawsuits, Personnel Concepts has developed an easy-to-implement ADA Amendments Act Compliance Kit.

Our exclusive kit includes a plain language summary of the new regulations, a CD-ROM with customizable policies and digital forms, plain language guidance on current issues (such as cancer, epilepsy, deafness and blindness), training handouts for supervisors and managers, and an 11” x 17” policy poster. This turn-key compliance solution includes all of the tools and information you need to ensure compliance with the ADA, the ADA Amendments Act and the EEOC’s final 2011 regulations.

Posting our 11” x 17” policy poster, distributing the training handouts to your workforce, and reading our plain language guidebook will help you meet your obligations under applicable laws and create a first line of defense against disability discrimination claims.