Title I of the ADA
RECOMMENDATIONS FOR EMPLOYERS
Identify the factors that work for people with disabilities that are successfully employed.
States should become a model for best practices in providing reasonable accommodation utilizing policies such as adopting flexible schedules and "alternate" not-traditional offices and schedules.
Increase community education using business leaders that work with or employ people with disabilities.
Provide information and training to businesses and government agencies regarding the ADA Amendments Act and ADA requirements.
Educate employers on how to market their jobs to people with disabilities - i.e. how to make job postings and websites accessible.
Education of employers about the benefits of employment of people with disabilities beyond legal compliance.
Emphasize hiring of individuals and consider disabilities to be part of organizational diversity.
Raise awareness level of unemployment statistics for people who have disabilities.
Provide doctors/medical professionals with information regarding what is needed for disability documentation and reasonable accommodation recommendations for employment.
RECOMMENDATIONS FOR EMPLOYEES
Establish mentorship programs using employed people with disabilities.
Identify the factors that work for people with disabilities that are successfully employed.
Create social networking sites to bring people with disabilities together to share information, mentorship, and support.
Repeated from above- Provide doctors/medical professionals with information regarding what is needed for disability documentation and reasonable accommodation recommendations for employment.
RESOLUTION MECHANISMS
Use mediation resources to attempt resolution in complaints in a timely manner--preferably before termination.
Increase training and knowledge base of the people who are investigating Title I complaints as well as hire more people to conduct enforcement in the EEOC.
Get regulations out on the ADA Amendments Act so everyone can understand them. Presently, people with disabilities and employers are in limbo.