FSPS ADA/ADAAA Policy

The Florida Society of Plastic Surgeons (FSPS) is committed to ensuring equal employment opportunities and workplace accessibility for individuals with disabilities, in full compliance with the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA).

Purpose

Under the ADA and ADAAA, employers with 15 or more employees must not discriminate against qualified individuals with disabilities and must provide reasonable accommodations to help them perform essential job functions, unless doing so would cause an undue hardship or create a safety risk.

FSPS Policy Overview

• FSPS will not discriminate against qualified individuals with disabilities in any aspect of employment—including hiring, compensation, promotion, or termination.
• Reasonable accommodations will be provided unless they:
  • Pose a direct threat to workplace safety, or
  • Create an undue hardship for FSPS operations
• Individuals currently using illegal drugs are not protected by this policy.
• Questions or requests for accommodation should be directed to Human Resources.

Key Terms

Disability

A physical or mental condition that substantially limits one or more major life activities, or a history or perception of such a condition.

Major Life Activities

Examples include walking, seeing, hearing, speaking, learning, breathing, and working.

Reasonable Accommodation

Adjustments that allow an individual to perform essential job duties. Examples include:

• Modified schedules
• Remote work
• Assistive devices
• Accessible facilities
• Reassignment to a vacant position

Undue Hardship

A request that would cause significant difficulty or expense, based on FSPS’s size, resources, and operations.

Direct Threat

A substantial risk to the health or safety of the employee or others that cannot be reduced by reasonable accommodation.

Qualified Individual

A person who can perform essential job functions, with or without reasonable accommodation.

Responsibilities

• All FSPS employees are expected to comply with workplace safety standards.
• HR is responsible for reviewing accommodation requests, addressing safety concerns, and resolving any issues related to undue hardship.

Important Notes

This policy provides general guidance and definitions. It does not list every possible condition or situation that may qualify under the ADA or ADAAA. Each request will be evaluated individually and handled with respect, confidentiality, and in accordance with the law.