Americans with Disabilities Act and Occupational Safety and Health Administration - Essay Example

The ADAAA requires an employer to disregard mitigating measures and pay attention to the underlying untreated impairment. Employers should review all existing policies on disabled employees and amend them to align with the ADAAA. This may require the employer to identify circumstances where the company denied an accommodation request, or asserted that the worker is not disabled as per ADA. Supervisors and the HRM should be adequately trained to engage effectively with the detail-oriented interactive accommodation process mandated by ADAAA (Goren, 2010).

Employers should be more flexible in implementing policies that pursue ADAAA broader coverage, and more relaxed standards for availing reasonable accommodations and reporting mechanisms. Ergonomics aims to minimize stress and eliminate injuries and disorders associated with the overuse of muscles and repeated tasks.

The General Clause imposes an obligation to employers to provide workplaces free of recognized hazards by furnishing their employees with employment conditions that are free from probable hazards that might yield death or severe physical harm, whether or not there is an OSHA standard. According to the General Clause, employers must take all available abatement actions that are feasible to eliminate these hazards (Twomey, 2010). In instances where an employer fails to adhere to do this, OSHA can inspect and issue a citation as stipulated by the General Duty Clause.