The Hartford Insurance Group, Inc. · NYSE:HIG
The Hartford Insurance — The Hartford — Understanding ADAAA Title I Webinar (June 2014)
39 slides from The Hartford Insurance's conference presentation, June 2014
Slide 1: Understanding ADAAA Title I (Employment)
Understanding ADAAA Title I (Employment) Help Protect Your Business 5276 NS 06/14
Slide 2: Understanding ADAAA Title I - Employment
Understanding ADAAA Title I - Employment This webinar is intended to provide information for educational purposes only. The views and opinions provided in this presentation are solely those of Roy Matheson & Associates Inc. and do not represent those of The Hartford. The information contained herein
Slide 3: Presented By: Roy Matheson
Presented By: Roy Matheson Matheson System for Equitable Employment Determination www.mathesonseed.com 1-800-443-7690 info@roymatheson.com 5276 NS 06/14
Slide 4: Understanding ADAAA Title I - Employment
Understanding ADAAA Title I - Employment Title I is Blind to the Source of Impairment The Qualified Individual Essential Function Job Descriptions Reasonable Accommodation Where to Focus Your Energy 5276 NS 06/14
Slide 5: Title I is Blind to the Source of Impairment
Title I is Blind to the Source of Impairment Concept One 5276 NS 06/14
Slide 6: Title I is Blind to the Source of Impairment
Title I is Blind to the Source of Impairment 5276 NS 06/14
Slide 7: Slide 7
Slide 8: The Qualified Individual
The Qualified Individual Concept Two 5276 NS 06/14
Slide 9: The Qualified Individual
The Qualified Individual The term "qualified individual" means an individual who can perform the essential functions of the employment position that such individual desires or holds, with or without reasonable accommodation. Title 42 – The Public Health and Welfare, Chapter 125 Equal Opportunity for
Slide 10: Desiring or Holding a Position
Desiring or Holding a Position The Application Process The Conditional Hire Period (Post-Offer Testing) Active Employment (Stay-at-Work) Period of Absence (Return-to-Work) 5276 NS 06/14
Slide 11: Qualified?
Qualified? An person who does not possess the licenses, skills, experience, physical ability, or cognitive ability to safely and effectively perform the job he seeks or holds, with or without accommodation, is not a qualified individual. 5276 NS 06/14
Slide 12: Protect Your Company
Protect Your Company The focus of Title I is to remove discrimination- based roadblocks present in the application, hiring, testing, active employment, retention, and return-to-work of the qualified individual able to perform the essential functions of a single job with or without reasonable accommo
Slide 13: Essential Functions
Essential Functions Concept Three 5276 NS 06/14
Slide 14: A Myth About Essential Functions
A Myth About Essential Functions The “essential functions” of a job are not the physical or cognitive demands of the job…
Slide 15: Essential Functions
Essential Functions …they are the tasks which must be accomplished to justify the job’s existence.
Slide 16: Compliant Essential Function Job Descriptions
Compliant Essential Function Job Descriptions Modern job descriptions are based on clear and simple “essential function statements”. Teach French to high school students Transport patients using a wheelchair or gurney Move control levers and wheels to guide cranes, booms, and dollies that move camer
Slide 17: Essential Function Job Descriptions
Essential Function Job Descriptions 5276 NS 06/14
Slide 18: Protect Your Company
Protect Your Company Going forward from today, decisions about hiring, stay-at-work, return-to-work, and reasonable accommodation should rest on a foundation of accurate knowledge of the essential functions of the job. 5276 NS 06/14
Slide 19: Reasonable Accommodation
Reasonable Accommodation Concept Four 5276 NS 06/14
Slide 20: Facts about Reasonable Accommodation
Facts about Reasonable Accommodation In response to a request for reasonable accommodation, an employer does not have to eliminate an essential function of the position. This is because a person with a disability who is unable to perform the essential functions, with or without reasonable accommodat
Slide 21: Facts about Reasonable Accommodation
Facts about Reasonable Accommodation An employer is not required to lower production standards, whether qualitative or quantitative, that are applied uniformly to employees with and without disabilities. Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the Americans with Disab
Slide 22: Facts about Reasonable Accommodation
Facts about Reasonable Accommodation However, an employer may have to provide reasonable accommodation to enable an employee with a disability to meet the production standard. Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act 5276 NS 06/14
Slide 23: Facts about Reasonable Accommodation
Facts about Reasonable Accommodation While an employer is not required to eliminate an essential function or lower a production standard, it may do so if it wishes. Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act 5276 NS 06/14
Slide 24: Facts about Reasonable Accommodation
Facts about Reasonable Accommodation Under the law, an employer's obligation to provide "reasonable accommodation" is such that no change or modification is required if it would cause "undue hardship" to the employer. Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the Americ
Slide 25: Undue Hardship
Undue Hardship "Undue hardship" means significant difficulty or expense and focuses on the resources and circumstances of the particular employer in relationship to the cost or difficulty of providing a specific accommodation. Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under t
Slide 26: Reasonable Accommodation: A Step-by-Step Approach
Reasonable Accommodation: A Step-by-Step Approach 5276 NS 06/14
Slide 27: Reasonable Accommodation: Step One
Reasonable Accommodation: Step One Compose and implement an easy to read reasonable accommodation policy Distribute the policy to staff, management, case managers, insurers, and physicians 5276 NS 06/14
Slide 28: Reasonable Accommodation: Step Two
Reasonable Accommodation: Step Two Train supervisors To recognize a request for accommodation To rely on the request for accommodation form To focus on productivity suggestions To avoid medical and disability questions 5276 NS 06/14
Slide 29: Reasonable Accommodation: Step Three
Reasonable Accommodation: Step Three On any occasion that a supervisor, ergonomic evaluator, or risk manager grants an informal Request for Accommodation, it must be recorded! 5276 NS 06/14
Slide 30: 5276 NS 06/14 Copyright 2014 Roy Matheson and Associates, Inc.
5276 NS 06/14 Copyright 2014 Roy Matheson and Associates, Inc.
Slide 31: Reasonable Accommodation: Step Four
Reasonable Accommodation: Step Four The “interactive conversation” is one of the keys to success or failure in reasonable accommodation. 5276 NS 06/14
Slide 32: Reasonable Accommodation: Step Five
Reasonable Accommodation: Step Five Review the safety and effectiveness of the granted accommodation with the worker and his supervisor on a regular basis. 5276 NS 06/14
Slide 33: Roy's Reasonable Accommodation Tips
Roy’s Reasonable Accommodation Tips One Worker, One Job, One Accommodation Stop, Think, Justify! Reach out to experts in your area 5276 NS 06/14
Slide 34: Where to Focus Your Energy
Where to Focus Your Energy Summary 5276 NS 06/14
Slide 35: Where to Focus Your Energy
Where to Focus Your Energy Be sure your employment decision makers realize that the law is blind to the source of impairment Update your job descriptions to clearly identify the essential functions of the job Measure the physical demands of high-risk jobs Prepare for an employment world based on Rea
Slide 36: Services from The Hartford
Services from The Hartford 5276 NS 06/14
Slide 37: Value-added Services from The Hartford
Value-added Services from The Hartford ADAAA Assist1 Helps employers understand, comply, and determine if an accommodation is reasonable – allowing for maximum productivity and improved compliance2 Safety & Productivity Consultations Provides actionable advice to support injury prevention, stay-at-w
Slide 38: Connect with Matheson
Connect with Matheson 5276 NS 06/14
Slide 39: Connect with Matheson
Connect with Matheson info@roymatheson.com 1-800-443-7690 Copyright 2014 Roy Matheson and Associates, Inc. 5276 NS 06/14
The Hartford — Understanding ADAAA Title I Webinar (June 2014) on 6ix