American with Disabilities (ADA) and Pregnant Worker’s Fairness Act - PowerPoint Presentation

1. American with Disabilities (ADA) and Pregnant Worker’s Fairness Act , (PWFA)for Managersand Employees What You Need to Know

2. Welcome and Course ObjectivesWelcome to the Americans with Disabilities Act (ADA) and Pregnant Worker’s Fairness Act (PWFA) Training for Managers and Employees. This course is designed to help you comply with the requirements of these acts. When you have finished this course, you should have the knowledge, understanding, and skills needed to make certain that CDOT applicants and employees are afforded the rights provided by the acts. You will know who your ADA Coordinator is to partner with for all ADA and PWFA-related concerns.

3. eLearning Navigation Tools

4. Managing eLearning

5. Pretest – True or False___The ADA is a federal law with which CDOT and other employers must comply.___ The PWFA does not apply to CDOT because we are a public employer.___Managers/supervisors and Employees have a significant responsibility in CDOT’s compliance of ADA and PWFA.___An employee should know his/her rights under the ADA and PWFA.___A supervisor can re-assign a pregnant worker to protect her and the baby.___The Interactive Process can be an ongoing discussion among the employee, manager/supervisor and ADA Coordinator when a job accommodation is needed/requested.___All requests for accommodations must be provided to the applicant and employee.___I know who my ADA Coordinator is.

6. Why does ADA and PWFA Matter? ADA CLICK HERECDOT’s Policy Directive 602.1 CLICK HEREState Personnel Board Rule 9-5State Personnel Board Rule 8-27The PWFA became law on June 1, 2016 CLICK HERE

7. Video on ADA Matters

8. About the ADA and PWFARights Under the LawsImportant DefinitionsIndividual with a Disability Qualified Individual with a Disability Interactive Process Reasonable Accommodation Essential Functions

9. What About Reasonable Accommodation?How do you know when Reasonable Accommodation should be Considered for an Employee or Applicant? How is a Reasonable Accommodation Determined?Common Sense Examples when an Accommodation should be considered for an Employee?

10. What ARE and ARE NOT Examples of Reasonable Accommodation?AREARE NOT

11. When can an Accommodation Request be Denied?An employer is not required to provide an accommodation that will impose an undue hardship on the operation of the employer’s business if it is unduly costly (high standard to meet as it requires comparison to the employer’s budget), unduly extensive, substantial or disruptive, or, fundamentally alter the nature of operation of the business. Your ADA Coordinator must be consulted when this is considered. A reasonable accommodation is not required for those posing a direct threat; a significant risk of substantial harm to the health or safety of the individual or others that cannot be eliminated or reduced by reasonable accommodation. Your ADA Coordinator must be consulted when this is considered.

12. Who has the Responsibilities?What are the Responsibilities?EmployeeManager

13. ADA, PWFA, Worker’s Compensation and FMLAEmployees may need to use one or more of these laws concurrently. This requires strategy in administration.Remember, the ADA often applies when an employee continues to have work restrictions after a WC claim.

14. Post Test(Based on finality of pre-test)

15. ADA CoordinatorsThe department program ADA Administrator Is Kathy Golden at 303-757-9128 kathy.golden@state.co.us. Employees and Managers should contact the appropriate ADA Coordinator to address all issues, including concerns or complaints.Applicant/Selection Activities - HR Specialists - 303-757-9216HQ Employees – Kathy Golden, 303-757-9128 kathy.golden@state.co.us R1 – RCRM Kathy Williams (contact info info for all)R2 – RCRM Jason BenallyR3 – RCRM Chip BrazeltonR4 – RCRM Juliet SheetsR5 – RCRM Mary Vigil