Question

RSV Parachuting is hosting a training class for all employees at a historic hotel. The hotel is not ADA compliant. As the HR director, what advice would you give to the CEO?

A. Employees have the responsibility of providing their own accommodation when training is being held in a non-ADA- compliant facility.
B. The employer is not liable if employees are not required to attend training.
C. The employer is liable if training is provided in a non-ADA- compliant facility.
D. Employees have the responsibility of providing their own accommodation when training is not held at the employer's facility.

Answer 1

The employer is liable if training is held in a non-ADA-compliant facility and must ensure that accommodations or an alternative venue are provided for employees with disabilities. It is essential for the employer to take proactive steps to comply with the ADA and utilize DART recommendations to create an inclusive environment.

Step-by-step explanation:

The employer is liable if training is provided in a non-ADA-compliant facility. According to the Americans with Disabilities Act (ADA), it prohibits discrimination against those with disabilities in all areas of public life, which includes employment. Employers are required to provide reasonable accommodations for employees with disabilities to perform their job functions, including during company-sponsored training events.As the HR director, my advice to the CEO would be to ensure that all company training, regardless of the location, is accessible to all employees. This means that if a chosen venue is not ADA compliant, the company must take steps to make the necessary accommodations or choose an alternative venue that is compliant. The use of the DisABILITY Resources Toolbox (DART) for Practitioners is recommended to ensure access to buildings, provide accessible parking, use accessible modes of communication, and create a welcoming environment for all employees.Conclusion It is not the responsibility of the employees to provide their own accommodation. Instead, the employer should proactively ensure that every aspect of the training is accessible, demonstrating a commitment to diversity and inclusion and adherence to federal law.