Course Experts
Janine YanceyEmtrain Founder & Employment Law Expert
The Basics of ADA Protection and State Disability Laws
Course Video Preview
An employee receives bad news and asks for reasonable accommodations.Course Description
This is an ADA Training Course that outlines the rights and protections for individuals with a disability in the workplace. The ADA Training Course covers how to determine if someone is a qualified individual based on the essential job functions and how to engage in the interactive process to determine a reasonable accommodation. This course also covers inclusive hiring and disciplining employees who have a disability - with the goal to be more inclusive of individuals with disabilities in the workplace.Key Concepts
- What is a disability?
- Who is a qualified individual with a disability?
- What constitutes an ‘essential job function?’
- How to establish an interactive process and meet reasonable accommodation requirements.
- What does inclusive hiring entail?
- When to take disciplinary action as it pertains to employees with disabilities.
Course Features
- Access to our Anonymous Ask the Expert tool
- Rich video scenarios based on real-world events
- Built-in employee sentiment surveys
- 50+ Machine Translation Options
- Optional program timer
- Policy acknowledgement tool
- Extensive customization options
Lessons
Introduction
Defining Disability and Qualified Individuals
Reasonable Accommodations
Discipline and Disabilities
The Hiring Process
Summary Quiz
Reporting Questions and Our Policy
Post-Program Survey
Relevant Courses
Complementary Microlessons
Recommended Resources
From ‘Ask the Expert’
Emtrain’s Ask the Expert feature enables users to ask questions about compliance, bias, harassment, and diversity & inclusion as they come up. It’s all confidential, and answers are sent straight to their inbox. Search the questions below and see the Experts answers.
Q
What workplace rights do employees with disabilities have?
Thanks for asking. Employees with disabilities have the right to equal opportunities in hiring, promotions, and workplace participation. They’re also entitled to reasonable accommodations that allow them to perform essential job duties without discrimination.
Q
What should I do if my workplace facilities aren’t accessible for someone with a disability?
If you notice barriers — like missing ramps, inaccessible restrooms, or heavy doors — bring it to HR or facilities management right away. Accessibility isn’t just good practice, it’s a legal requirement, and companies are expected to address it.
Q
What are examples of reasonable accommodations under the ADA?
Examples include modified work schedules, assistive technology, accessible workspaces, job restructuring, or providing interpreters. The key is that accommodations help the employee perform essential functions without creating an undue hardship on the company.
Q
How should I respond if a co-worker requests an accommodation?
A respectful response is best — thank them for sharing and encourage them to connect with HR or the designated accommodations office. Don’t ask for medical details or judge the request; just support them in the process.
Q
How can managers ensure interviews are accessible to candidates with disabilities?
Managers can provide interview materials in accessible formats, hold interviews in barrier-free locations, and offer alternatives like video interviews if travel is a challenge. Asking every candidate if they need accommodations also helps set a fair tone.
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