You hired a disabled veteran. You’re giving extra time-off to an employee who needs chemotherapy. You feel you’re doing everything you can to make “reasonable accommodations” for your employees protected under the Americans With Disabilities Act (ADA) and similar state laws.
You may need to examine more than your hiring practices and benefits. Look at your everyday actions and the everyday actions of your managers and supervisors. Discrimination against the disabled can be subtle and unintentional. Continue reading