Glossary > Employment Law > Employment Discrimination > Americans With Disabilities Act (ADA)

Interactive Process

The interactive process, within the context of employment law and the Americans with Disabilities Act (ADA), refers to the obligation of employers to engage in discussions with employees who have disabilities to determine reasonable accommodations that would enable them to perform essential job functions.

Example #1

For example, if an employee who is visually impaired requests a screen reader software to assist with reading on the computer, the interactive process involves the employer and employee discussing the feasibility and implementation of this accommodation.

Example #2

Another example could be an employee with a back injury requesting a modified work schedule to attend physical therapy appointments. In this case, the interactive process would involve exploring scheduling adjustments that meet both the employee's needs and the operational requirements of the employer.

Misuse

Misuse of the interactive process could occur if an employer fails to engage in meaningful discussions with the employee requesting accommodations or refuses to consider reasonable adjustments. This misuse is detrimental as it can lead to the denial of necessary accommodations, hindering the employee's ability to perform their job effectively and creating barriers to their success in the workplace.

Benefits

The interactive process benefits employees by ensuring that their specific needs are considered and addressed, promoting a more inclusive and accommodating work environment. It also allows for a collaborative approach between the employer and employee, fostering trust and communication.

Conclusion

In conclusion, the interactive process is a vital component of ADA compliance, aiming to facilitate the provision of reasonable accommodations to employees with disabilities to support their success in the workplace. Employers must engage in this process in good faith to uphold fair practices and support the rights of employees with disabilities.

Last Modified: 4/30/2024