Florida business owners must comply with the Americans with Disabilities Act (ADA). However, this can be complex. The ADA’s requirements can vary based on business size and industry. These are a few things Florida employers should think about when accounting for ADA compliance:
Providing reasonable accommodations
Employers must provide employees who disclose disabilities with reasonable accommodations to help them perform their jobs. That is as long as those accommodations do not burden the employer. Examples of accommodations can include:
- Flexible work schedules
- Modifications to workspaces or equipment
- Accessible technology or software
The appropriateness of accommodations can depend on the business’s size, budget, or operations. Florida employers have discretion in determining what is reasonable, and having evidence can be helpful if disputes arise.
Having a physically accessible office
Employers must ensure their facilities are accessible to people with physical disabilities. This includes making restrooms and common areas easy to navigate. The ADA National Network provides guidelines on architectural standards and modifications to ensure accessibility, such as:
- Installing ramps or elevators
- Installing high-contrast signage
- Installing durable materials for non-slip surfaces
- Widening entrances and exits
- Providing accessible parking spaces
These are basic requirements. However, there may be legal nuances to consider. Consulting with employment law counsel can help clarify these details. They can also make sure that there is not anything employers are missing.
Creating processes for handling workplace complaints
A clear process for managing complaints can prevent future issues. Having a formal complaint process can help track issues and reduce the risk of those issues escalating. It’s also important for the complaint process to be accessible to all employees. Ensure employees who need it can access materials in large print, brail or audio format. That way, employers can show goodwill and keep their processes efficient.
Employers do not have to handle this alone
By considering these considerations, Florida employers can ensure they have compliant policies. If employers have further questions about legal grey areas, they can seek advice from employment law professionals who are well-versed in ADA compliance.