What is The Interactive Process (TIP)?
The term “Interactive process” derives from the Americans with Disabilities Act (ADA), and represents a method (a form of mediation) to help the employer and the employee (or applicant) identify the limitation(s) from a medical condition and represents an opportunity to evaluate how the limitations impact performance of the essential functions of one’s job.
Over the years as various laws emerged from the 1964 Civil Rights Act, the term ‘interactive process’ expanded to other areas where one’s ability to work may be impacted. Examples of other areas to consider using the interactive process (in addition to medical conditions impacting one’s ability to work) include the following:
- Temporary accommodations during Pregnancy
- Religious Beliefs
- Domestic Violence between Employees involved in significant-other relationships
- Adverse relationships between co-workers
What is The Interactive Process (TIP)?
The term “Interactive process” derives from the Americans with Disabilities Act (ADA), and represents a method (a form of mediation) to help the employer and the employee (or applicant) identify the limitation(s) from a medical condition and represents an opportunity to evaluate how the limitations impact performance of the essential functions of one’s job.
Over the years as various laws emerged from the 1964 Civil Rights Act, the term ‘interactive process’ expanded to other areas where one’s ability to work may be impacted. Examples of other areas to consider using the interactive process (in addition to medical conditions impacting one’s ability to work) include the following:
- Temporary accommodations during Pregnancy
- Religious Beliefs
- Domestic Violence between Employees involved in significant-other relationships
- Adverse relationships between co-workers
What happens when medical conditions impact your work?
There are several different laws that come into play and knowing how to navigate them can be bewildering.
The good news is that there is a well-mapped out process available to guide you through the rights and responsibilities for how to look at the impact of limitations on performing essential functions and how to achieve "reasonable" accommodation.
Watch the video and learn more about this!
Why is TIP necessary?
The Americans with Disabilities Act of 1990 (ADA) directs employers with 15 or more employees to accommodate an otherwise qualified employee with a disability unless doing so would pose an undue hardship or direct threat.
Further, under the California Fair Employment and Housing Act (FEHA) and other state statutes, it is unlawful to treat a qualified employee or job, applicant, unfavorably because of a disability.
To learn more, click on the images below.
"I just want to take this time to express how appreciative I am of your expertise and willingness to assist us. We called you last minute to facilitate an IPM, and I was blown away by how you handled the meeting and how you addressed the employee's questions and concerns. This meeting could have gone in a very different direction, but having you facilitate the meeting made a world of difference. We appreciate you!"
- C. Jimenez-Sanchez, Valley Center-Pauma USD
"I wanted to take a moment to give some praise to Dr. Dupree and Ruby for their work with faculty/SCEA reps in medical accommodations meetings. These meetings are often complex and difficult, and disagreements occur, and they do excellent work preparing the materials and discussing the nuances in a respectful manner. We here at SCEA appreciate this."
- Rob Shaffer, Professor Southwestern Community College District
Having a specialist who knows a lot about these situations is really important. Allen Williams saw how Relationships at Work set up a nice and caring way of doing things that focuses on what employees really need.
PODCAST: “HOT TOPICS: When Medical Conditions Impact Work”
Employers are challenged every day in managing employees in today's new normal of workplace conditions
Felicia Amenta, the Senior Manager of Workers' Compensation Program for San Diego County and Imperial County Schools JPA, and Dr. Dupree outline best practices for guiding employers.
In-Depth Look at ADA Compliance with Adam Morell
On February 24, 2020, I interviewed Adam Morell, National Director of ADA Compliance with Sedgwick, on “Navigating the Interactive Process.” Adam emphasized the importance of engaging in early and effective dialogue with employees regarding ADA accommodations. He highlighted three key accommodation categories: modifying the position, providing leave after FMLA is exhausted, and reassigning to a qualified position. Courts favor employer-employee agreements on accommodations and stress the need for consistent, flexible policies and thorough documentation to reduce litigation risks. Key takeaways include engaging in partnership, being flexible, and documenting all efforts. For more insights, listen to the full interview with Adam Morell.
Where to begin?
It’s easy to get started.
Schedule a free 15-minute call prior to the scheduled TIP Meeting.
Use the confidential online scheduler to find a time that works for you.
Click here to schedule your meeting.
Our Pricing Packages
Customized TIP services /
- Completion of DWC Notice of Offer on behalf of Employer | Claims Administrator for work-related medical conditions.
- Correspondence to Medical Providers with Customized Questionnaires to frame issues and secure needed medical input for accommodation purposes.
- Meeting time in excess of 1.25 hours as outlined in Flat Rate.
- Travel rate (inclusive of mileage).
- Other specialized requests such as coordination of Fitness for Duty (FFD) and/or additional meetings as needed.
- *reduced hourly rate available for contracted services
Interactive Process Meeting (TIPM) /
- Pre-IPM Communications & Consultation, Documentation Review & Preparation (up to 1.25 hours)
- IPM Facilitation (up to 1.25 hours)
- IPM Summary Report (up to 1.25 hours)
- The IPM is facilitated virtually (ZOOM or MS Teams) for easy access; in-person IPMs are available upon request; additional travel time applies.
- *reduced flat rate available for contracted services
- *reduced flat rate available for contracted services
Customized Learning /
- Designed for Supervisors, Managers and Administrators
- Best practices for managing employees with medical conditions
- How to use the interactive process most effectively and efficiently
- How to lead and manage when performance and attendance are impacted
- Professional development learning opportunities (delivered via ZOOM or On-Site) also include:
- Dealing with Different, sometimes Difficult, People
- Managing the Hybrid Workforce
- Coaching and Feedback Forward
- Attracting the Right Employee with Behavioral-based Interview Strategies
- Manager in the Middle: Working through Employee Conflict
- Employees at Odds: Managing Conflict at the Lowest Level
- The Culturally Competent Workplace: Going beyond Race & Gender
Schedule an Interactive Process meeting (TIPM)
Building a Courageous Culture
Workplace physical safety has come a long way in the last few decades, but psychological issues are still an important part of our daily lives.
It's time to learn how to create healthy work environments with a courageous culture, where everyone is heard, cared for, and valued.
California’s SB553 Preventing Workplace Violence Plan (PWVP) makes it imperative that employers evaluate what can be done to make work a safer place to be.
Building a Courageous Culture
Workplace physical safety has come a long way in the last few decades, but psychological issues are still an important part of our daily lives.
It's time to learn how to create healthy work environments with a courageous culture, where everyone is heard, cared for, and valued.
California’s SB553 Preventing Workplace Violence Plan (PWVP) makes it imperative that employers evaluate what can be done to make work a safer place to be.
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