Human Resource Blog

ADA in Idaho

	Attendance Management
Vacation Request / Response Form Weekly Time Sheets Attendance Calendar for 2008, 2009, or 2010 Annual Attendance Tracker Vacation Request Form for 2008, 2009, 2010 (Calendar) Detailed Absence Report

	Compensation
Employee Payroll Action Form W-4 Employee Withholding Allowance Cert. Employee Payroll Status/Change Form Direct Deposit Form Total Compensation Summary

	Employment Training
Employee Warning Notice Employee Counseling Report Performance Improvement Plan Forklift Safety Kit

	Hiring and Staffing
Complete Business Forms Kit CD Form I-9 Employment Eligibility Verification Employment Application Long Form Substance Testing Consent Form Pre-Employment Reference and Background Check Employment Offer/Acknowledgment Receipt of Employee Handbook New Hire Survey

	HR Management
Confidential Employee Folder Confidential Employee Medical Folder Job File Worksheet Folder Daily EEO Applicant Flow Log Workplace Information Sheets Request to Inspect Personnel Files

Does the ADA also cover employees in Idaho?

The Americans with Disabilities Act does cover employees in states across the country, including many employees and employers in the state of Idaho. The Act is in place in order to ensure that when an employee has a disability, the employee will not be discriminated against by the employer for reasons that are directly related to the disability. However, the Act does not prohibit employer from discriminating against disabled persons for reasons that are unrelated to the disability.

When an employee has a qualifying disability, the employee can be covered by the Act. A qualifying disability is any condition in which the employee would be unable to perform daily life functions as easily as someone without a disability. The employee or potential employee needs to have a record of having this impairment in order to qualify for coverage.

Both mental and physical disabilities can be covered by the ADA. An example of a mental disability might be an addiction or a depression. A physical disability could be a visual impairment. In the event that an individual applies for a particular job, an employer cannot take any disability, mental or physical, into account when determining whether or not the individual should get the job.

Also, the employer may not take a disability into account when making any decisions that are related to the employment of an individual, such as a decision about hiring, training, compensation, promotions or terminations. The employer may need to prove that any employment-related decisions were made absent of consideration of the disability if the employer is ever questioned about his or her motives.

In some cases, the employer will need to may reasonable accommodations for employees with disabilities. For example, if an employee is in a wheelchair, the employer may need to obtain a lower desk for the employee so that he or she can reach his or her work station. CB