ADA & reasonable accommodation for managers
A ready-made course you customise for your organisation, with a live session deck and two surveys. You only add the 7 details that are specific to your organisation.
- Length
- 45 min
- Lessons
- 6 lessons
- Frequency
- At becoming a manager + every 2 years
- Last reviewed
- 8 Oct 2026
Warehouse picker with a back injury asks for "lighter duty"
Try it: this is one of 10 interactive activities in the course.
What's included
Three pieces that work together
Copy once, get everything. Learners prepare on their own, you answer questions live, and the surveys tell you what stuck.
Self-paced course
Short lessons with real workplace scenarios, not walls of text.
- 6 lessons, about 45 minutes
- 2 video slots (you add the videos)
- Tabs, flashcards, sorting activity, process and quizzes
- 12-question final check, 80% to pass
Live session deck
An AhaSlides presentation to run after the course, in person or online.
- 11 slides
- Quiz, poll, word cloud, scale slides
- A closing slide for your contacts
Two surveys
Find out what landed, and whether people use it on the job.
- Post-course feedback, about 2 minutes
- 30-day check-in
- Anonymous by default
- Results feed your next refresher
Learning objectives
At the end of this course, learners can
Built to the law Each objective names the requirement it comes from and the lesson that covers it.
| ID | Objective | Required by | Where it's covered |
|---|---|---|---|
| TO 1.0 | Achieve ≥ 80% on the final assessment | - | Whole course |
| LO 15.1.1 | Explain why managers are the company's first contact for accommodation requests | 29 CFR 1630.9 App. | Lesson 1: Your legal role |
| LO 15.2.1 | Define disability, qualified individual, reasonable accommodation and undue hardship (15+ employers) | 42 U.S.C. 12102, 12111; ADAAA | Lesson 2: The rules |
| LO 15.3.1 | Recognize an accommodation request even when the words "ADA" or "accommodation" aren't used | EEOC 2002 guidance Q1 | Lesson 3: Do / Don't |
| LO 15.4.1 | Lead the first conversation in the interactive process without unlawful medical questions | 29 CFR 1630.2(o)(3); 1630.14(c) | Lesson 4: The conversation |
| LO 15.5.1 | Document, keep medical information confidential and escalate to HR + your info | 29 CFR 1630.14(c)(1) | Lesson 5: Document it |
Your part: what a template can't do for you
- Your workplace details: fill in the 7 highlighted fields so the course describes your own policies, contacts and locations.
- Records: record completion in your own LMS or record system.
Course outline
6 lessons, about 45 minutes
Minutes per lesson are an estimate, shared out by page count.
1Your legal role
2 pages
7 min
Your legal role
2 pages
2The rules
3 pages
10 min
The rules
3 pages
3Do / Don't
2 pages
6 min
Do / Don't
2 pages
4The conversation
3 pages
10 min
The conversation
3 pages
5Document it
2 pages
6 min
Document it
2 pages
6Final assessment
Assessment
6 min
Final assessment
Assessment
Live deck and surveys
11 slides to run live, two surveys to close the loop
Pink slides are interactive. Both surveys are anonymous; pink questions are written for this course.
Post-course feedback: 11 questions, about 2 min
- Overall rating 5 stars
- Relevant, realistic, right length, helpful activities agree/disagree grid
- What was most useful? multi-select
- Confidence before this course, and now 1-5 scale
- How confident are you spotting a request that doesn't use the word 'accommodation'? 1-5 scale
- Where should medical documentation be kept? multiple choice
- How ready are you to… grid
- Employees here feel comfortable asking for the support they need. 1-5 scale
- One thing we should change or add open text
- Would you recommend this course? NPS
30-day check-in
- Have you used what you learned since the course? multiple choice
- How confident are you today? Compare with day 1 1-5 scale
- Do you know where to find our accommodation request process and HR contact? yes / no / not sure
- A moment where the training helped, or where you weren't sure open text
- Which topics should the next refresher focus on? ranking
Results show whether people use the training on the job, not just whether they finished it.
Make it yours
7 fields to fill in, and you're ready
Everything else is done. These are the details only your organisation knows; each one is highlighted inside the course.
- HR contact
{{HR_CONTACT}} - Accommodation request form
{{ACCOMMODATION_REQUEST_FORM}} - Accommodation policy link
{{ACCOMMODATION_POLICY_LINK}} - State disability law notes
{{STATE_DISABILITY_LAW_NOTES}} - LMS or record system
{{LMS_OR_RECORD_SYSTEM}} - Survey URL
{{SURVEY_URL}}
Show all 7 fields
- Survey 2 URL
{{SURVEY_2_URL}}
FAQ
Common questions
Can I run ADA & reasonable accommodation for managers training online?
The course itself is self-paced and online, and the live deck lets you add a live session. Whether online delivery meets your local rules depends on the law that applies to you, so check ADA Title I (42 U.S.C. 12111-12117), ADA or ask your own counsel.
How often is this training needed?
At becoming a manager + every 2 years (best practice).
Who needs this training?
Supervisors, managers, HR partners.
What records should I keep?
Record completion in your own LMS or record system, so you can show who finished the course and when. Check the retention period that applies to you in ADA Title I (42 U.S.C. 12111-12117), ADA.
Can I edit the content?
Yes, everything. Change the wording, swap scenarios for ones from your workplace, add your logo, or remove parts that don't apply. Keep anything your own law requires you to cover.
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Ready to run it?
Open the live deck to see how the session runs alongside the course and both surveys.