ADA – Services

Disability access and compliance are critical components in creating equitable and inclusive communities. We consult on practical solutions and offer interim support to help employers effectively navigate workplace accommodations and successfully comply with the Americans with Disabilities Act. 

ADA Process and Policy Development 

We help develop effective accommodation processes that support employees and departments by emphasizing transparency, good-faith engagement, collaboration, compromise, and timeliness.

ADA and Accessibility Compliance Assessment

Our team provides an in-depth review of your institution’s approach to accessibility and ADA compliance that includes policy review, meetings with stakeholders, and confidential recommendations. 

Consulting Support

We provide mentoring and support to administrators who are responsible for institutional ADA compliance – whether they are new to the role, serving on an interim basis,  or updating their skills for a new set of challenges.

Outsourced ADA Support

Grand River Solutions can imbed a subject-matter expert to assist with ADA compliance on an interim basis. Short or long-term support can include managing the workplace accommodation process, assisting departments with disability-related questions, and working with leadership as an interim coordinator.

ADA Investigations

We can provide experienced, neutral investigators to complete all aspects of the investigation process. For a full-service option, choose Investigations 360, a comprehensive investigations package. 


Grand River Solutions provides custom-tailored disability-related topics training to ADA Coordinators, HR Professionals, compliance specialists, and workplace investigators.

ADA Team Leaders

Martin Stanberry

Martin Stanberry has more than ten years professional experience working in higher education and representing businesses in labor and employment matters. As the ADA Coordinator at the University of Oregon, Martin collaborated with university stakeholders to develop a formal accommodation and appeals process. He was responsible for managing hundreds of accommodation matters, evaluating direct threat concerns, and determining whether employees were “qualified” individuals under the ADA. Martin has served on disability-related discussion panels and conducted a variety of ADA-related trainings, including annual supervisory trainings, trainings for HR partners, new employee orientations, and other custom-tailored sessions.  

Andrea Stagg

Andrea Stagg has extensive experience in higher education in-house legal settings at public and private colleges and universities. As Deputy General Counsel and Director of Government Relations & Compliance at Barnard College she oversaw all legal and compliance matters, including navigating the pandemic as chair of the College’s COVID-19 Vaccine Working Group. She has presented in-person and virtual training to thousands of higher education professionals, attorneys, and board members throughout career. Andrea has also published legal and compliance writing about sexual and interpersonal violence prevention and response, the Clery Act, NCAA compliance, and program integrity.  

News from Our Experts

  • Pregnancy and Related Conditions: Comparing Existing Title IX Regulations with the 2022 Proposed Rules

    Readers may recall that the May 2020 Title IX Final Rule does not include information about pregnancy or related conditions. The 2020 regulations covered a narrow set of conduct, specifically, sexual harassment and sexual and interpersonal violence. Title IX has long included protections for pregnant people. Below, let’s walk through…

  • A Closer Look at the Title IX Proposed Rules: Coordination Between Title IX and Disability/Accessibility Services

    As keen readers may have noticed, the Department of Education included many references to disability throughout its 2022 proposed Title IX regulations and in the 500+ page preamble that explains why certain changes or additions are being proposed. While some of the suggested language – like adding a definition of…

  • OCR Announces Resolution of Pregnancy Discrimination Investigation of Salt Lake Community College

    On June 14, 2022, the U.S. Department of Education’s Office of Civil Rights announced they reached a resolution agreement with Salt Lake Community College regarding a student’s complaint of pregnancy discrimination. At the crux of OCR’s finding was that the College violated Title IX when it did not: (1) respond…

  • Department of Justice Weighs in on School District’s Potential Liability for Alleged Discrimination by Outsourced School Resource Officers

    The Department of Justice (DOJ) recently filed a statement of interest in a pending federal court case on disability discrimination. The DOJ files a brief like this when the government has an interest in clarifying the law at issue, or how the law is applied. Here the parent of a…

  • Sixth Circuit Opinion Provides Important Reminders for Employers about Pregnancy and Disability, ADA Protected Leave, and The Perils of Mismanaged Processes

    On March 8, 2022, the Sixth Circuit Court of Appeals issued an unpublished decision in Blanchett v. Charter Communications, LLC brimming with issues and reminders applicable to employers of all sizes. The plaintiff, Kelly Blanchet, was a high performing employee at Charter who became pregnant several years into her employment.…

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