Senior Accommodation Consultant

📋 Description

• • Lead and manage the interactive process under the ADA and PWFA to identify, evaluate, and implement effective workplace accommodations for employees.
• • Review and assess medical documentation provided by employees and healthcare providers to determine appropriate accommodation needs and limitations.
• • Serve as the primary point of contact for employees, managers, and HR partners throughout the accommodation request process, ensuring timely, compliant, and empathetic resolution.
• • Educate employees and supervisors on ADA rights and responsibilities, return-to-work procedures, and complex accommodation scenarios to promote compliance and understanding.
• • Maintain accurate, confidential documentation for all accommodation cases, ensuring full adherence to internal service level agreements (SLAs) and quality standards.
• • Collaborate cross-functionally with Legal, Payroll, Benefits, and Operations teams to align accommodations with business needs while meeting legal obligations.
• • Prioritize and manage multiple accommodation cases simultaneously, demonstrating adaptability and urgency in responding to evolving employee needs and regulatory changes.
• • Proactively identify potential barriers to inclusion and recommend systemic improvements to enhance workplace accessibility and equity.
• • Ensure all accommodation activities are documented in accordance with company policies and federal/state employment laws, including tracking timelines and outcomes.
• • Provide guidance on reasonable accommodations related to pregnancy, temporary disabilities, chronic conditions, and mental health conditions.
• • Participate in internal audits and compliance reviews to uphold organizational standards for disability inclusion and accommodation practices.
• • Stay current on evolving federal, state, and local employment laws affecting workplace accommodations and communicate updates to internal stakeholders.
• • Deliver training and outreach materials to promote awareness of accommodation rights and reduce stigma around disability disclosure.
• • Balance employee privacy with organizational compliance, handling all sensitive information with the highest level of professionalism and discretion.
• • Partner with Employee Resource Groups and Diversity & Inclusion teams to support inclusive workplace initiatives related to disability equity.