Compliance isn’t just about checking boxes—it’s about protecting your business and your people.
When an employee requests a disability accommodation, employers are legally required to respond appropriately under the Americans with Disabilities Act (ADA). But the law isn’t always straightforward—and missteps can lead to costly consequences.
This article from Koegle Law Group breaks down the legal and practical essentials every employer should know. From decoding the interactive process to identifying executive pain points, we help businesses stay compliant, confident, and prepared.
Key Takeaways:
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A clear explanation of the ADA-required “interactive process”
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The most common employer missteps—and how to avoid them
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Pain points executives face when navigating accommodation requests
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Why relying solely on “at-will” status can backfire legally
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How Koegle Law Group supports employers with proactive, compliant strategies
Smart policies aren’t just good HR—they’re good business.
👉 Read the full article here
This article was originally published by Koegle Law Group, proudly serving businesses in Santa Clarita and beyond. This communication may be considered advertising material under the rules of professional conduct governing lawyers in California.
