Page 84 - An Indispensible Resource for Being a Credible Activist

I did send a list of quality upcoming available trainings in our area or via webinar to you
on (date). I recommend that we all attend the same training and/or webinar so we are all
on the same page regarding our understanding of our shared compliance responsibilities
under the ADA, including those prohibiting retaliation. I would be more than happy to
arrange our attendance at any of these available trainings; please let me know if you have
any thoughts on which trainings we might attend either separately or together, and I
would be more than happy to make all registration arrangements. If you would like to
meet to discuss these trainings, I would be happy to do that as well.
We share a collective responsibility to ensure (Company)’s compliance with ADA and
ADAAA. I know that we also share a commitment to prevent liability exposure for
(Company) as well as personal liability exposure. I know that we also share a commitment
for zero tolerance for retaliation against anyone who raises ADA concerns.

Again, the resources below are free and available to us to use at any time. My member-
ship in SHRM provides free information, white papers, case law information, and research
capabilities along with toolkits for how to best handle the ADA and related issues. I again
recommend that we use these resources in the future to ensure legally compliant deci-
sion-making processes related to ADA issues.

http://www.ada.gov/
http://www.shrm.org/

http://www.jan.wvu.edu/links/adasummary.htm
http://www.workplacefairness.org/resources
It is my hope that we share a strong commitment to the consistent application of all
(Company)’s policies as well as compliance with all relevant city, state, and federal laws
related to the ADA, which includes zero tolerance for retaliation against any employee
who raises an ADA concern, as I did on (date).

Additionally, I hope we share an awareness of the importance of precedent in our deci-
sion-making processes and our handling of ADA issues in a legally compliant manner,
including refraining from any form of retaliation against any employee who raises ADA
concerns.

SAMPLE MEMO ADDRESSING WORKPLACE
SAFETY CONCERNS

On letterhead, in interoffice memo format, or via e-mail

CONFIDENTIAL
To: Your Supervisor
(Include any others on this list to whom this memo should be addressed.)

CHAPTER 4 • Legal Issues for Credible Activists 67