Some managers believe they’re powerless to discipline or fire employees with disabilities (not true). Others may think that disabled employees can never be as effective as their nondisabled colleagues (also not true). And some simply ignore the issue altogether. This Quick Take package gives managers the knowledge they need to: manage these employees effectively, provide reasonable accommodations when needed; and head off disability-related lawsuits.
The videos included in this package are:
Employees With Mental Health Issues: What Every Supervisor Must Know
How should supervisors respond when an employee shows signs of mental illness at work? It’s a delicate situation that needs to be handled exactly right. Follow these guidelines to help ensure that you do what’s best for the employee, for the organization and for co-workers.
ADA Accommodation: Supervisors and the 'Interactive Process'
Most managers know about the ADA and understand that they must try to accommodate workers who have disabilities. But the ADA is complex and loaded with rules that managers and supervisors need to understand. In this Quick Take you will learn the definition of a disability; what the “interactive process” is; why employees don’t have to specifically ask for an “accommodation”; what you should know to determine whether you need to engage in an “interactive Process” and the three things you must ALWAYS do once you’ve determined that an employee has made an accommodation request.
Disability 'Association' Discrimination: What is it? And how to avoid it
Most people in the workplace know you can’t discriminate against employees just because they’re disabled. Certainly supervisors are aware of this. But what a lot of people don’t know is that disability law extends its protection to employees who aren’t disabled, but have relatives or friends who are. The ADA calls this “association discrimination”. In this Quick Take, you’ll learn: how to recognize situations that involve disability association discrimination; what you have to do in such situations and what you don’t have to do; and how disability association differs from ordinary employee disability.
Drink, Drugs and Disability Discrimination
The ADA protects employees who are disabled because they are 1) alcoholics; 2) recovering alcoholics; or 3) recovering drug addicts. The law prohibits employers from discriminating against employees based on such disabilities. But generally speaking, the law DOESN’T stop an employer from disciplining or even terminating these employees for misconduct or poor performance. In this Quick Take you will learn how anti-discrimination law applies to employees who are disabled because of substance abuse problems, what you can and cannot do in applying performance standards to such disabled employees, and the most important insight to keep in mind to help you handle issues involving employees and substance abuse.
Performance and the ADA: Evaluating Employees With Disabilities
It’s true that the ADA protects employees from discrimination. This means that you can’t treat employees who are disabled – or who you regard as disabled – different than other employees. Yes, the ADA requires that you make “reasonable accommodation” whenever possible, but it does NOT excuse performance deficiencies. In this Quick Take, you’ll learn the most important thing to remember when evaluating employees with disabilities, what reasonable accommodation is and how it affects the evaluation process and three things you DON’T have to do when reviewing workers protected by the ADA.
This package includesFor each of the Micro-Training videos, you'll also get:
Prove that the learner(s) understand the concept and increase knowledge retention.Discussion Guide
Facilitate a discussion, connecting the concept to your unique challenges.Summary Sheet
Revisit the concept as follow-up or in the moment-of-need.
How do you use this?Multi-video packages are for companies that want to take a deep dive into a single skill area. Each package contains several carefully chosen videos that create an extended learning path. Devoting two to three months to exploring a topic from multiple angles results in more sustained engagement in training, better knowledge retention, and more effective deployment on the job. To kick start Micro-Meetings
Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.To kick start one-on-one coaching
Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.As self-directed learning
Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.