ADAAA Policy: HRM-593 Employment Law

After viewing the Tutorial (located in this week’s Lecture tab).

If such a situation occurred in your workplace and you were the director of human resources:

· Would you deem Karina disabled under the ADAAA? If so, what reasonable accommodations would you offer to her?

· From an ADA policy standpoint, what would your ideal be in terms of an employer ADAAA policy? What would your ideal be as to what the employee (Karina) should be told by the HR department in regards to her rights and obligations pursuant to the ADAAA? From the employer policy perspective, focus on identification of reasonable accommodation requirements under applicable
law
, application of the legal requirements for this scenario, determinations as to whether reasonable accommodations can be made, and steps that can

· be taken to make specific accommodations if requested.