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Documenting the interactive process can be a challenge for any employer, so here are some practical ideas for starting or improving your ADAAA documentation.

More than 4 million Americans are working remotely — including regular employees and gig workers. But workers’ new freedom from the workplace is creating big challenges for employers. Explore the issues, logistics and solutions to help provide support and accommodations.
How do you achieve stay-at-work success when you're managing thousands of employees in more than 100 workplaces? Get the details in our case study.
When employers hire gig workers, they should find out if any FMLA requirements apply. One factor to consider: Is there a joint employer relationship? Learn about this issue and how it may affect you.
Equipping managers with the knowledge to identify and support employees with health conditions can assist in your organization's mission to help keep employees productive and happy at work.
Providing employee accommodations often falls on an already overloaded plate. Consider how outsourcing ADAAA services can help your employees get the tailored support they need to work through a health condition.
With health care costs on the rise, financial burdens continue to weigh on employees. Addressing employees' financial concerns can help them on the road to recovery.
ADAAA plays in the same space as many other laws, including workers' compensation, but it requires unique handling.
The disability mindset happens when an ill or injured employee becomes focused on his or her disabilities instead of capabilities, which can prevent them from remaining in or rejoining the workforce. Now that we better understand this mindset, let’s dive into how we can help.
Although FMLA and ADAAA play in the same space, they are two very separate laws that require unique handling.