Ensure the written accommodation policy covers the interactive process, timelines, documentation requirements, and appeal procedures.

Revise every job description to clearly distinguish essential functions from marginal duties to support accommodation determinations.

Audit the application process, interview procedures, and pre-employment testing to ensure they are accessible to candidates with disabilities.

Verify that the company's EEO and non-discrimination policy explicitly lists disability as a protected category and references the ADA.

Create a written guide outlining each step of the interactive accommodation process from initial request through implementation and follow-up.

Inspect all building entrances to verify they have ramps, automatic doors, or other features that allow wheelchair and mobility device access.

Verify that accessible restrooms meet ADA standards for dimensions, grab bars, sink height, door width, and signage placement.

Confirm the correct number of designated accessible parking spaces with proper signage, dimensions, and proximity to building entrances.

Check break rooms, meeting rooms, lobbies, and elevators for obstacles that could prevent access for employees with physical disabilities.

Ensure evacuation plans include procedures for assisting employees with disabilities, including designated areas of refuge and buddy assignments.

Provide thorough training on how to receive, evaluate, and process accommodation requests while engaging in the required interactive dialogue.

Develop a clear form employees can use to initiate an accommodation request, including space for describing the limitation and suggested solutions.

Set internal deadlines for acknowledging accommodation requests, gathering information, and communicating decisions to ensure timely processing.

Maintain detailed records of every accommodation request, the interactive process steps, options considered, and the rationale for the final decision.

Clarify the circumstances under which the company may request medical information and what specific documentation is appropriate to seek.

Follow up with employees who received accommodations to assess whether the solution is working effectively or if adjustments are needed.

Test the company website against Web Content Accessibility Guidelines to ensure it is usable by people with visual, hearing, and motor disabilities.

Evaluate HR portals, learning management systems, and intranet platforms to ensure employees with disabilities can use them independently.

Check that PDFs, forms, and documents shared with employees are properly tagged and formatted for screen reader accessibility.

Maintain an inventory of assistive technologies including screen readers, magnifiers, and speech recognition software available for employee use.

Educate supervisors on their role in the accommodation process, prohibited inquiries, and how to handle disability-related situations appropriately.

Remind managers that disability-related information must be kept confidential and stored separately from general personnel files.

Help managers identify when an employee may need an accommodation and how to initiate the interactive process proactively and respectfully.

Train all employees on recognizing, preventing, and reporting harassment based on disability to maintain a respectful workplace.

Provide managers with guides, toolkits, and external resources for creating an inclusive environment for employees with disabilities.

Maintain a centralized log of all accommodation requests, processing times, outcomes, and costs to monitor trends and program effectiveness.

Perform a yearly internal audit of physical facilities, digital platforms, policies, and practices to identify and correct ADA compliance gaps.

Establish a process for promptly and thoroughly responding to any disability discrimination charges filed with the EEOC or state agency.

Compare the company's accommodation approval rates, response times, and practices to industry standards and best-in-class employers.

Revise all ADA-related policies, procedures, and training materials each year to reflect regulatory changes and lessons learned.