"I and our company have been fortunate to have access to the services of Bob Sniderman for over seven years. He has successfully supported us in a range of HR activities from the routine (e.g., development of an Employee Handbook) to the more specialized (e.g., resolving issues with difficult employees). Bob is a valuable asset to our team. He is sensitive to both people and business issues. By quickly and efficiently helping us to resolve personnel and other company issues, he has allowed us to focus on and expand our core business." |
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HRFocus USA Headquarters
P.O. Box 4502
Valley Village, CA 91617
Phone: (800) 400-3809
Fax: (818) 505-0259
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Services Return to Work The Interactive Process
| Coordination & Facilitation of the Interactive Process |
Coordination and Facilitation of the Interactive Process and Suggestions and Implementation of Reasonable Accommodations"Title I of the Americans with Disabilities Act (ADA) of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment." — From the U.S. Equal Employment Opportunity Commission web site The Americans with Disabilities Act (ADA) is a complicated set of rules and regulations. It is meant to protect both business owners and employees. Employers cannot possibly know or understand each part of the ADA that may pertain to potential situations. HRFocus offers a specialized service for employers regarding compliance to Federal ADA laws, as well as California DFEH laws related to rights and obligations to workers or qualified applicants for work who have disabilities. Many of our ADA-related services are designed to help employers prevent or defend disability discrimination lawsuits. The law says that employers who employ workers with disabilities must provide accommodations to disabled workers, and that an interactive process must take place between the employee and employer about the disabled workers’ or applicants’ ability to perform the job, as well as about what accommodations are reasonable and may be utilized. ADA-related services and capabilities include:
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