ADA, Disabilities, and Accommodations

How can businesses design employee screening procedures that are thorough, compliant, and defensible?

How can ministries screen employees effectively while staying compliant with employment law?

Navigating the needs of high-risk workers in the right way is critical for employers to avoid inadvertently discriminating against an employee on the basis of disability, health condition, or age.

The ADA considers obesity a disability—sometimes. Here’s how employers can ensure ADA compliance on this issue.

A multi-chapter resource by Theresa Lynn Sidebotham, Esq. and Dr. Brent Lindquist about when and how an employer can require medical examinations if an employee has a mental health-related disability, and how the employer should approach this problem. A recent case gives some insight.

A multi-chapter resource by Theresa Lynn Sidebotham, Esq. and Dr. Brent Lindquist about thoughts and strategies a mission agency might consider as they begin to develop, provide, or determine if they can provide accommodations.

A multi-chapter resource about how requiring employees to get mental health counseling is likely a violation of the Americans with Disabilities Act (except in certain narrow circumstances), and how religious organizations should consider what circumstances apply and be prepared.