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This was the ten year anniversary of CIL's official launch at the 2007 WILU conference in Toronto.
Title I of The Americans with Disabilities Act (ADA) requires employers with 15 or more employees to provide qualified individuals with disabilities with reasonable accommodations.
The Government subsequently set up the Work and Parents Taskforce to consider the issue of working parents and flexible working.
They submitted their final report – “About Time: Flexible Working” at the end of 2001 and this has formed the basis of the Act which covers eligibility & procedural requirements.
Someone other than the applicant or employee (such as a spouse, coworker, or friend) can request the accommodation on the employee's behalf.
Once an employee requests an accommodation, the employer has a legal obligation to engage in a "flexible interactive process" with the employee.
However, the ADA goes further than simply outlawing discrimination: It also requires employers to provide reasonable accommodations to allow employees to do their jobs.
A reasonable accommodation is assistance or a change in the job or the workplace that will allow an employee with a disability to do a job.
Cost Savings due to reduced absenteeism Flexible working could help to reduce the rising employee absence trend.
A series of political and military events resulted in a The settlements reached in 1815 at the Vienna Congress had restored Austrian domination over the Italian peninsula but had left Italy completely fragmented .
The Congress had divided the territory among a number of European nations and the victors of the Napoleonic Wars.
This fact sheet provides information about reasonable accommodations under Title I.
You should also be aware that there are other laws that protect the rights of qualified persons with disabilities from discrimination in an employment context other than Title I of the ADA.